جستجوی مقالات مرتبط با کلیدواژه "الگوی شایستگی" در نشریات گروه "مدیریت"

The Seminary student Manager includes a group of managers of the country who work in managerial jobs requiring seminary and religious science specialties. In addition to managerial positions within the structure of the seminaries, the field of activity of these managers includes cultural and social occupations in the country's governance system. The aim of this study was to design a model of general competency of the director of the Islamic Revolution Balance Seminary. The present study was conducted qualitatively based on semi-structured interview analysis with experts and analysis of findings based on thematic analysis technique.Accordingly, 142 basic themes, 53 organizing themes, and 14 inclusive themes were extracted. Based on the results of this research, 14 competencies in the framework of 3 domains of value, personality and management have been proposed as the model of competence of Seminary student Managers in the level of Islamic Revolution. Value competencies include mastery and adherence to the fundamentals of belief, revolutionary vision, and jihadist spirit.Personality competency includes empowerment in educational and coaching work, transformational spirit and foresight ability, has top-notch skills, has creative skills, thinking skills and is bound to methodical problem solving. Managerial competencies include the ability of social leadership, ability to play a role in the administrative system, capable of designing Islamic State systems, capable of management and organizational leadership, and effective interaction skills.

Considering the key role of sales managers in creating value and gaining competitive advantage for organizations, the aim of present research is identifying the main dimensions and indicators needed by sales managers and prioritizing them. Finally, it introduces a framework for competency of sales managers. The present study is an applied research objective. In this study, purposive sampling was used. This research is a two-stage study. In the first stage, the dimensions and indicators related to the competencies of sales managers gain by review the literature. Then, in the next stage, the main dimensions and indicators were determined by using a Likert scale based on a questionnaire and by questioning from 50 Sales Managers. Finally, by comparison questionnaire (Fuzzy Network Analysis (AHP), the dimensions and indicators prioritized. For the present study, six dimensions were identified: communication function, communication development, product management, leadership roles, professional competence and price management. Also, for each dimension, 4 indicators were identified, which is a total of 24 indicators. From the present study, it can be concluded that the relationship function was recognized as the most important indicator of sales competence by managers, and, respectively, the development of communication, product management, leadership roles, professional competence and price management in the following priorities. It can also be stated that from the 24 indicators obtained, improvement in customer satisfaction is considered to be the most important salesperson of Sales Manager, and the calculation of the cost of product the most important indicator is identified.

The important role of competencies in improving job activities is clear. Skilled and competent human resources can lead the organization to great goals. Therefore, the purpose of the present research is to identify the pattern of skill competencies of the commanders of special units related to the assigned missions.

The current research was conducted in terms of practical purpose, in terms of exploratory nature and descriptive-analytical type with the content analysis method of documents. The research community consisted of the collection of all the documents, instructions and books that were compiled and published in the fields of education and skills required by the employees of the special law enforcement units of the Islamic Republic of Iran from 1391 to 1401. In order to ensure the internal and external validity of the research results, the four criteria recommended by Goba and Lincoln were evaluated and confirmed.

The results of the analysis of the findings showed that the skills of the commanders of Faraja special units can be categorized into 5 dimensions, 16 components and 102 indicators. The obtained dimensions were: general skills; specialized professional skills; Individual skills; Management skills andscientific, knowledge and insight skills.

Commanding a police rapid response unit that performs diverse and important missions requires a combination of diverse skills. Therefore, planning for the training and selection of commanders and even empowering them while serving requires attention to all kinds of skills. Some of these skills are general in the military and administrative fields, but many of them are specific to special units and their specialized fields.

The purpose of this research is to design a competency model for Jihadi managers. The current research is developmental in terms of its purpose and exploratory in terms of its research strategy. Its materials and content in the qualitative stage include the statements of the Supreme Leader, interviews and literature and the background of the research and the statistical population of the research in the qualitative stage, including two groups of scientific experts and managers, and in the quantitative stage, it includes managers with more than 20 years of experience and faculty members of the field. It is management. The sample size was 12 in the qualitative stage and 50 in the quantitative stage. The sample members were selected in the qualitative stage through purposive sampling and in the quantitative stage through accessible sampling. The data collection tool was an in-depth interview and a researcher-made questionnaire. Qualitative data analysis was done using content analysis method and quantitative data was done using inferential statistics. The findings of the research showed that the competency model of Jihadi managers includes 71 competency components in the form of eight dimensions of knowledge (two components), abilities (six components), skills (12 components), attitude (19 components), personality traits (10 components), insight (four components), and moral characteristics. (16 components) and validity (two components). The findings of the research showed that the most important competencies of a jihadist manager are his jihadist attitude and the necessary skills to perform his duties and responsibilities.

The fundamental principle of the success and sustainability of social systems in the path of progress is principle of meritocracy. In addition, societies increasing evolution and governments' efforts to increase the quality and efficiency of public sector services have increasingly focused their attention to importance of nurturing and hiring qualified leaders. Besides, if we look at the importance of science and technology in the new world -which is the most fundamental basis for the advancement of countries- the importance of meritocracy in its leaders and institutions will be more cleared. Therefore, this study aimed to design a competency model for the Iranian Minister of Science, Research and Technology.

Thematic analysis is a method for identifying and analyzing patterns in qualitative data, by which qualitative data is divided, classified, summarized and reconstructed. Thematic analysis is essentially a descriptive strategy that facilitates the search for patterns within qualitative data sets.

Through interview with 42 experts, 794 primary themes were obtained which were analyzed by thematic analysis into 3 global themes, 13 organizing themes and 44 basic themes.

The first global theme is individual competency, which is divided into four organizing themes of intrinsic, value, attitude-behavioral and occupational. The second global theme is knowledge competency, which is divided into five organizing themes of knowledge of job field, experience, scientific image, knowledge of Islamic-humanities and management knowledge; and third global theme is the skill competency that comprises four organizing themes of management, leadership, political and interactive.

The main goal of any organization is to achieve the best quality of work through employees, managers play a very important role. Managers and leaders of organizations often face paradoxes that make it difficult for them to make decisions. Therefore, it is necessary to develop a competency model for human resource managers considering the importance of their paradoxical role for organizations. This research aims to provide a model of paradoxical managers' competence by systematically examining case studies in the field of competence and paradox. The Meta-Synthesis research method is based on the seven-step model of Sandelowski (2007), during which 348 primary articles were found in the period of 2000-2022, and at each stage, the articles that did not meet the desired criteria were excluded from the research. Finally, 11 articles were analyzed after obtaining all the desired criteria. After coding the desired articles, the results in the form of a conceptual framework show that individual competencies have 6 categories (human resources analyst, IT knowledge, cognitive competence, development, leadership, multitasking), managerial competencies with 2 categories (, resource management and relationship management) and functional competencies with 4 categories (organizational knowledge, industry knowledge, knowledge of the external environment and strategic partner-consultation) which is more related to the nature of technical and engineering fields in comparison with humanities fields, and human resource managers can give a more appropriate answer to the paradoxes that have arisen in their organization by developing these cases.

Human capital is one of the most important requirements for success in the new world of organizations and equipping it with tools for success in the new world is one of the concerns of managers in the banking industry. Accordingly, in this study, the competency model of human resources in digital banking is presented.

This study is an applied research that has been done qualitatively using content analysis strategy. Semi-structured interviews used to collect data. Interviews were conducted with 20 banking experts in the form of snowballs to the stage of theoretical saturation. Data analysis was performed in three stages of extracting basic, organizing and inclusive concepts.

The results of data analysis showed that the human resource competency model in digital banking includes two dimensions: general dimensions (executive skills and communication skills), professional dimension (perceptual skills, specialized knowledge, strategic knowledge).

The model of human resource competence in digital banking resulting from the present study can be the basis for managers' actions in order to identify and select human capital and strategies for human capital development, training and employment of employees.

The aim of this study was to design and validate the competency model of educational administrators with a succession approach. This research is based on interpretive philosophy and has been done with a deductive-inductive approach. In terms of audience, it is a basic research that has been done with a mixed research method. Using a purposive sampling, fifteen persons participated in the ISM section who were academicians and professional experts (directors of education). The statistical population in quantitative part was the education staff of Khorasan Razavi province. The sample size that was estimated by Cochran's formula was 180 persons who were selected by random sampling. The initial model was validated by partial least squares method. For analysis of data in the qualitative phase we used maxqda software and in the quantitative phase MicMac and Smart PLS software. Research findings indicate that the underlying element of competency is professional potential of educational administrators is professional potential that affect their organizational potential and cognitive characteristics as well. These factors also affect motivational and psychological characteristics of educational administrators that  lead to their performance improvement.

Background & The selection and appointment of competent managers with necessary capabilities is one of the most important and sensitive issues in the crisis management process. Based on this, in the current research, the competency model of commanders and managers in crisis management is identified.
The current research is a type of applied research in which content analysis strategy is used. The statistical population of the research included experts and experts of the Air Defense Force, 12 of whom were selected as a sample size in a targeted way. Interviews were used to collect data. The research data were analyzed through coding.
Based on the analysis of the research data, each of the individual, interpersonal, organizational and environmental competencies and insight of the commanders and managers were identified for each of the stages before the crisis, during the crisis and after the crisis.
The selection and appointment of commanders and managers can be done based on the extracted model of competence of commanders and managers in crisis management in this research. Based on this, the managers should proceed to develop the operational model of the final model.

Background and

Increasing the presence of women in management positions can lead to good results, despite their lack of experience in management positions, it can create challenges for the organization. The purpose of this research is to design and validate the key competencies of female managers in the General Directorate of Cooperation, Labor and Social Welfare of Tehran Province.Research

The type of research was applied in terms of result and exploratory in terms of purpose. The statistical population of the research in the qualitative phase included 5 executive and academic experts who were selected by purposeful sampling, and the statistical population in the model test phase included all female managers working in the General Directorate of Cooperatives, Labor and Social Welfare of Tehran Province in the number of There were 100 people, based on simple random sampling, 80 people were selected as a sample using Cochran's formula. The content validity of the questionnaires was confirmed by experts and the reliability of the questionnaire was also confirmed using Cronbach's alpha. The data was analyzed by SPSS and Smart PLS software.

The findings showed that the competence model of female managers has four dimensions of knowledge and awareness, skill and ability, individual characteristics and values, and nine components of cognitive skill, female identity, protecting the rights of beneficiaries, belief in God, awareness It is intra-organizational, extra-organizational awareness, human and communication skills, technical and executive skills, and soft communication.

Paying attention to the dimensions and components of competence of women managers can be one of the ways to improve the quality of their management in the country's organizations.

The purpose of this study is to design a competency model for faculty members in university at the level of the Islamic Revolution.

The mixed research method consists of two stages: qualitative and quantitative. The statistical population of the research in the qualitative stage included scientific experts and faculty members and in the quantitative stage were the faculty members of universities located in Tehran. The sample size was 13 in the qualitative stage and 300 in the quantitative stage. The interview was used to collect research data in the qualitative stage and a researcher-made questionnaire was used in the quantitative stage. Content analysis method was used for qualitative data analysis and exploratory and confirmatory factor analysis was used for quantitative data analysis.

The findings show that all sub-components were approved for the faculty competency model. Also, the final research model was classified into eight dimensions and 56 components.

Considering that the purpose of this study was to design a competency model for faculty members in university at the level of the Islamic revolution, it was tried to calculate the competencies that, in accordance with the principles and the religious and revolutionary culture prevailing in the society, provide the possibility of realizing an Islamic university at the level of the Islamic Revolution.

The competence of managers, especially at senior levels, is the basis for the success of companies and the development of the country. Corporate governance as a set of principles, requirements and processes for monitoring and governing the company has been notified to the governmental companies by the relevant authorities and its executors are senior managers (members of the board of directors); Therefore, designing the competency model of senior managers according to their role in the optimal implementation of corporate governance is the goal of this research.

This research is developmental in terms of purpose and mixed (qualitative-quantitative) in terms of data type and method of analysis. In the qualitative section, by studying the background and theoretical foundations, the dimensions of competence and the components of corporate governance were identified. Eleven members of the board of directors of governmental companies in various fields of production, services and investment, and selected academic experts were interviewed, and by content analysis method, the themes were identified at three levels: basic, organizer, and comprehensive. In the quantitative part, structural-interpretive modeling, leveling and determining the relationships of the components and dimensions of the model were performed.

The findings of the qualitative section were obtained by combining theoretical studies and content analysis of interviews, 55 basic themes (index), eleven organizer themes (component) and three comprehensive themes (dimension). The dimensions of the model include knowledge, skills and character. 

Based on the results of quantitative analysis of the research, the main components of the competency model are classified into four levels. Dimensions of character (including moral virtues, personal characteristics and values) are the most effective role models and guider of other components. All the main components have two-way influence on each other. The output of the study led to the design of a competency model for senior managers of governmental companies with a corporate governance approach.

Brand attachment is formed as a result of customers' strong emotional connection with a brand, whereby customers consider the brand a part of their self-concept. But what factors cause the desire to belong to the brand to continue in the situation when the brands disappoint their customers? The purpose of this research is to identify and deeply understand those structures and components that lead to the creation, maintenance or strengthening of brand loyalty, in situations where brands have disappointed their customers. To achieve this goal, we used the qualitative research method approach by conducting in-depth interviews in the form of Zaltman's metaphor extraction technique. In this research, the Apple brand was chosen for study because it created many restrictions for Iranian consumers. In this way, customers attached to Apple in Tehran were considered as a statistical population. After conducting 17 interviews and achieving theoretical saturation, the findings showed that 18 main constructs play a role in creating brand attachment. Considering that today, despite the globalization of many commercial and economic activities, almost no brand has the ability to be present and operate directly in all international markets; Therefore, as a solution derived from the findings of this research, creating and strengthening the sense of belonging in customers can maintain and increase the elasticity of demand in these markets, regardless of obstacles and restrictions.

The purpose of conducting the research is to design a competency model for rural school leaders appropriate to the real situation of education, which was done by a mixed method. This qualitative research is based on data foundation theory and using a purposeful approach and applying theoretical saturation criteria, semi-structured interviews have been conducted with 21 experts. In open coding, a total of 684 open or primary codes were extracted from the total number of interviews conducted with experts in this field. From the total of open source, 112 basic concepts were extracted. In the next step, the basic concepts were classified into 22 coherent categories according to the aspects of similarity and semantic differentiation: causal conditions (institutionalizing the semantic position of leadership, correct understanding in recognizing the nature of leadership possibilities , Strengthening the contextual / thematic knowledge of leaders, Utilitarian selection of leaders), Phenomenon (content knowledge, leadership skills, leadership abilities, individual-personality competencies), Intervention conditions (continuous evaluation / performance of leaders, Weakness of sharing) ...), contextual conditions (specific policy in the field of educational leadership, leader as a leader - not an inspector), strategies (capacity building and participatory needs assessment, development - self-directed plans ...), consequences (leader as a facilitator, adjustment Teacher / school relations, justice and educational empowerment ...) have been analyzed.

Recognition of competencies is the starting point for implementing various human resource systems such as talent management and succession planning in the organization, and paying attention to it leads to better performance and productivity of the organization, which leads to a sustainable competitive advantage. The purpose of this study is to design a competency model for human resource managers in the top universities in the country. The approach of the present study is qualitative and its strategy is grounded theory. The method of data collection was through semi-structured interviews. Also, the target population of the current research is the policy makers and managers of human resources in the top universities of the country in the first place, and in the next stage, researchers and experts active in the field of human resources. The present research is the foundation of the research data in terms of qualitative approach and theoretically. The sampling strategy is purposeful and theoretical and the number of participants in the current study is 14 people. The obtained model is divided into six dimensions: causal conditions, pivotal conditions, underlying conditions, intervening factors and consequences. Causal conditions are the personal and personality characteristics of managers, the degree of mastery of managers over the rules and the degree of mastery of the field of work. Core conditions include the ability to communicate internally and externally. The underlying conditions are organizational climate, organizational structure, and organizational culture. Intervening conditions also include facilities and capacities within the organization, environmental laws, environmental communications, and environmental culture. The implications of this model are also summarized in organizational performance.

Paying attention to human resources and promoting their capabilities is one of the most important assets of organizations. Therefore, transformational and effective actions and activities in the field of human resource management will enable organizations to expand their core competencies closer to reality (Skorkova, 2016). This is doubly important in research and educational organizations that have the serious task of training and educating human resources (Victor, 2017); But the important point is that employing competent and efficient managers in this field can be an effective lever in the growth and development of all aspects of human resources; Therefore, identifying the characteristics and competencies of human resource managers will be inevitable (Chen, 2019). Management in Iranian higher education has undergone many changes after the revolution. Although most administrators are academics, they do management work through trial and error. This type of management is very costly and risky (Mahmoudi et al., 2012). In this study, the issue of competency of human resource managers of the top universities in the country was dealt with professionally. Also, the need to pay attention to the quality of the higher education system and identify the effective elements in the performance of university managers, the present study tries to extract the competency model of human resource managers in Iran's top universities. The necessity of the results of the present study is that it can be effective in improving the performance of the higher education system and the knowledge of people raised in this organization. These results will also clarify the mechanisms of competency in managers, which will be an important step in recognizing and increasing how to manage properly in universities and enrich the existing knowledge about research variables

The current research population is policy makers and human resource managers in the top universities of the country in the first place and in the next stage are researchers and experts active in the field of human resources; Therefore, the spatial scope of the present study includes 13 Iranian universities that have been selected as first level universities based on indicators such as quality of education, employment of graduates, quality of faculty members, research output, quality of publications, impact (credibility) and citation (number of cited articles). These universities include Isfahan, Tabriz, Tarbiat Modares, Tehran, Shahid Beheshti, Shiraz, Ferdowsi Mashhad, Isfahan Industrial, Amirkabir Industrial, Khajeh Nasir al-Din Tusi Industrial, Sharif Industrial, Allameh Tabatabai and Iranian Science and Technology.

There are different classifications of approaches and methods for determining competencies. From Rothwell's point of view, three approaches can be introduced to determine competencies: a) Borrowing strategy b) Borrowing and localization strategy c) Strategy for creating a suitable model for oneself. In another classification of competency model design approaches by Briscoe and Hall, the design of managers' competency model by different organizations was done with the aim of categorizing these approaches. They found that the use of competency models is a recent phenomenon in organizations that leads them to increase competitiveness by resorting to any means, including developing the performance of their managers. Bergwin shows that there is an approach in determining the competencies required of managers and leaders, which are the output-oriented approach (this approach refers to the outcomes and results of good performance) and the input-oriented approach (this approach to the basic inputs and characteristics of the individual for successful performance. And superiority is needed, he points out; therefore, two output-oriented and inputoriented approaches are expressed in this classification to determine competency) (Manksari et al., 2017). In 2006, based on extensive research in this field, Yukel categorized competency determination methods into 5 approaches, which are: a) the method of basic individual characteristics, b) behavioral method, c) contingency method, d) power penetration method, e ) Combined method.

The present study has a qualitative approach that is carried out in order to identify and understand the institutions and their competencies in the field of human resource managers of the top universities in Iran and all of them. This research is applied in terms of purpose, because it can help decision makers in the field of higher education in Iran to select competent managers of universities across the country. Also, the research strategy has been data foundation. The method of data collection was through semi-structured interviews; Also, the current research population is policy makers and human resource managers in the top universities of the country in the first place and in the next stage are researchers and experts active in the field of human resources. The type of selection of participants (sampling strategy) in the present study was purposeful and theoretical; Because individuals have been selected asparticipants who have studied the phenomenon in question or have specific views about it; That is, they are the main informants in this field. After analyzing each interview by identifying the ambiguities or weaknesses of the model and categories, the next person was selected according to the expertise needed to eliminate and correct the ambiguities or weaknesses. The number of participants was 14 people of top universities.

Based on the first data, the data analysis step was taken immediately after the end of each interview.  From's conceptualization, categorization was extracted. The data extracted from the interviews led to the identification of 488 open codes, of which 57 distinct codes were obtained. After open coding, which was conceptualized based on the view of Strauss and Corbin and with the interactionist approach and during the analytical process, and their characteristics and dimensions were symbolically discovered (Vaezi and Azmandian, 2016) in the data, a total of 13 main categories and subcategories. And concepts related to the competency model of human resource managers emerged in Iran's top universities. In this research, propositions and propositions are as follows: Case 1: The causal conditions of human resource managers (including personal and personality traits of managers, the degree of managers 'mastery of laws, the degree of managers' mastery of their field of work) affect the competence of human resource managers in Iran's top universities. Case 2: The central conditions of human resource managers (including the ability to establish internal and external communication) affect the competence of human resource managers in Iran's top universities. Case 3: The strategic conditions of human resource managers (including the strategy of managing people inside and outside the organization) affect the competence of human resource managers in Iran's top universities. Case 4: The interventionist conditions of human resource managers (including facilities and capacities within the organization, environmental laws, environmental communications, environmental culture) affect the competence of human resource managers in Iran's top universities. Theorem 5: Consequences of human resource managers (including the performance of the organization) affect the competence of human resource managers in Iran's top universities. Theorem 6: The prevailing context of human resource managers (including organizational climate, organizational structure, organizational culture) affects the competence of human resource managers in Iran's top universities.

Since the target population of the current study has been policy makers and human resource managers in the top universities of the country, as a result, suggestions are made for senior managers and policy makers in the field of university educational management. 1. It is better to select the right managers in the selection of university administrators away from the political atmosphere and any orbital relationship and by using the comprehensive criteria obtained from the research findings. 2. The ability to communicate internally and externally is defined as the central category of the designed model. This shows the role and place of communication and interaction in successful management. It is suggested that university presidents specifically evaluate the ability of the selected individual in this regard when selecting their human resource managers. 3. It is suggested that the process of selection, appointment and promotion of human resources managers in universities and higher education centers be reviewed and redefined based on the criteria of the designed model.

The Islamic Revolution, as the greatest event of the contemporary history in the Islamic world and the region, promises progress towards a new civilization on the basis of Islam. Islamic values ​​and concepts are applied to all of its aspects everywhere. Theorizing the Islamic and Jihadi management and proposing appropriate solutions, as a proper system to the internal situations of the country, can help us move towards this goal. However, the researchers’ works have not yet been able to achieve this. This research is an attempt to increase the effectiveness of these researches, and help achieve Jihadi management by focusing on the required features of Jihadi managers in order to obtain success. For this end, a qualitative research is conducted through theme analysis, which focuses on identifying the style and manners of Martyr Soleimani, one of the most successful and well-known Jihadi managers proposing civilization, by reviewing various sources in this field to has introduce these features. So, 30 written sources in this field were reviewed, which resulted in 920 basic themes, 74 organizing themes, 13 comprehensive themes at level 1, and 3 comprehensive themes at level 2. To end with, a proper model containing three dimensions of Jihadi managing behaviors at individual, organizational and national-transnational contexts were identified as the comprehensive themes at level 2. Competencies including spiritual personality, moral virtues, strong and influential personality, Jihadi spirit in all affairs, strategic look, humanitarianism, revolutionary features, comprehensive traits, popularity, accountability, maximum absorption, and acting across borders are presented as comprehensive themes at level 1.

This study was conducted with the aim of achieving a model of key competencies of the revolutionary commander in the military organizations of the Islamic Republic of Iran according to the statements and correspondence of the leaders of the Islamic Revolution of Iran (Imam Khomeini and Imam Khamenei).

This research is applied in terms of purpose and qualitative in terms of the nature of the data. Research sources: Twenty-two volumes of Imam Khomeini's (as) Sahifa as the official document of Imam Khomeini's (as) lectures and the contents of the information base of the Office for the Preservation and Publication of Grand Ayatollah Khamenei's works are the most comprehensive official source of his lectures. To achieve the mentioned pattern, the theme analysis technique was used in the analysis of research data. After searching and accessing the relevant statements and correspondences and studying them, open coding was performed in the research sources. Data collected using thematic analysis technique and using the features of Atlas T software. IP, version 8 was analyzed.

After removing duplicate content, merging, summarizing and categorizing the codes, 65 basic themes, 20 central themes and 5 general themes were extracted from 1450 primary codes. Finally, five basic components were identified as the overarching themes of the research and a network of themes and a competency model were designed and mapped.

This study showed that from the perspective of the Imams of the Islamic Revolution, revolutionary commanders need to be prominent and privileged in five components: religiosity, popularness, rationality and wisdom, the power of the soul and the greatness of the soul.

Competency-based management has become one of the top human resource management priorities of leading organizations and has made it necessary to develop meritocracy models to recruit, retain and utilize its human capital. This critical role of competence has made it necessary to design competency-based models in various businesses, including the distribution industry. This study seeks to identify the qualifications of active sales managers in the distribution industry. We also tend to know how to classify these competencies and to what extent each of them is important for promoting the performance of sales managers in new sales patterns.

This study is applied in terms of the purpose; it is also based on sequential (qualitative-quantitative) mixed method. The model was proposed qualitatively, with an inductive-exploratory approach and using thematic analysis method. The database used in this study included previous researches on managerial competence patterns in the public and private sectors; the data were collected and analyzed based on zigzag method until theoretical saturation. The categorization was done using coding the data with the approval of several expert sales managers. The qualitative part of the research is descriptive in nature and has been done to test and validate the model in practice. The statistical population of the quantitative phase of the study consisted of 107 sales managers of BehPakhsh Company where 92 of them were randomly selected as statistical sample using a researcher-made questionnaire that resulted from the operationalization of the existing concepts in the model. Data analysis was performed by confirmatory factor analysis using LISREL software.

Based on the proposed model, the key competencies required of distribution executives included 40 competencies that can be further classified into six main categories of: individual, communication-social, managerial-leadership, insight-cognitive, knowledge, and intelligence.

Individual competencies are the primary focus of this model, reflecting the personality and behavioral traits needed by sales managers to guide and influence salesmen and advance sales goals. Success, risk-taking and self-esteem are the personality traits of successful sales managers, and creativity, innovation, self-motivation, self-motivation, ethics, and committed effort are the behavioral competencies of successful sales managers in this model. Communication skills such as effective speech and listening, infiltration skills, persuasion and negotiation are among the essential requirements of their job. Process management and sales team leadership are the key roles and tasks of sales managers. The growing dynamics of the distribution company environment has also made it necessary the insights and cognitive competencies for sales managers. In the knowledge-based era, knowledge is one of the most important assets of leading organizations such as distribution companies, and the knowledge competencies of sales managers are among the most important human resources of these companies. High IQ index will be useful for timely adaptation to unstable conditions. Moreover, having social and emotional intelligence is essential for developing effective interactions and relationships management for sales managers, and ultimately having business intelligence and intake to understand business conditions and requirements, rivals’ actions, and appropriate action in current and future conditions can help improve the performance of sales managers.

To lead competencies at state universities, This research is based on the purpose of the type And in terms of nature and methodology, except for combined research with the approach.There are two qualitative and quantitative steps.In the first stage, qualitative research with 16 contributors.A deep interview was conducted and content analysis method was used to analyze the interviews.Prioritize competencies based on their importance.In the second stage, quantitative research was done by providing a researcher-made questionnaire.o lead competencies at state universities, This research is based on the purpose of the type And in terms of nature and methodology, except for combined research with the approach.There are two qualitative and quantitative steps.In the first stage, qualitative research with 16 contributors.qualitative research with 16 contributors.A deep interview was conducted and content analysis method was used to analyze the interviews.Prioritize competencies based on their importance.In the second stage, quantitat except for combined research with the approach

In Classic Diplomacy, the role of ambassador was defending national interests in foreign countries and messaging between the authorities of two countries. By facilitation of communication, job diversification of ambassadors and enhanced diversity of embassies staff, gradually the role of ambassador changed basically. Considering this role change and the characteristics of Islamic Republic of Iran (IRI), this research was performed to design the competency model of the ambassadors of IRI. The methodology of this research is the qualitative method of thematic analysis. The data was collected, up to saturation, via 3 sources of "interviewing former ambassadors and diplomats of IRI in various countries", "the texts of the interviews or articles written by former ambassadors of different countries about the job of an ambassador or a good ambassador", and "the texts of the speeches of the supreme leader of IRI". After multiple stages of coding, using MAXQDA software, 6 major themes emerged and based on it, the Competency model of the Ambassadors of IRI was formed including 6 layers of “Islamic and national values”, “ethical, personality and general traits”, “specialized and general knowledge”, “experience”, “mental and communicative abilities” and “managerial, intellectual and communicative skills”.