‍ Introducing a Model of Proactivity of Managers of a Public Organization

The intensity and extent of competition, rapid communications and information, increasing change, and technological advancement have necessitated the need for proactive managers to lead and organize organizational affairs. Accordingly, this study has provided a model for the development of proactivity of managers of a public organization.

This applied and qualitative research has been done by sequential mixed method (qualitative-quantitative). In the qualitative stage of the research, the relevant related researches were reviewed and the prerequisite antecedents of proactivity of managers were extracted and combined with inductive approach and through qualitative content analysis method. In the second stage, the methods of training and development of these antecedents were prioritized using the opinions of 12 experts in the form of a focus group.

The reinforcing antecedents of proactivity of Managers are categorized into three main categories: characteristical antecedents (personality and motivation), behavioral antecedents (innovative, transformational, problem-oriented, communicative, and organizational behaviors) and capability antecedents (cognitive, psychological, and intelligence capabilities). The most appropriate development methods for each of these three preconditions are also prioritized among the five methods of leadership and management development (developmental relationships, self-development activities, formal programs, and feedback processes).

Proactivity can be developed as a vital capability of managers in today's competitive world. Improving the personal characteristics, behaviors, and capabilities that reinforce it will enhance managers' willingness for proactive behaviors. In formulating development plans for this purpose, it is necessary to pay attention to the priority of the effectiveness of development methods to improve antecedents.