Designing Competency Model for the Ambassadors of the Islamic Republic of Iran

Document Type : Research Paper

Authors

1 Department of Public Administration, Faculty of Management, University of Tehran, Tehran, Iran

2 University of Tehran, Tehran, Iran

Abstract

In the classical diplomacy, an ambassador was only supposed to defend his/her country's national interests in the foreign country, and to communicate messages between the two countries' officials. Due to development of communication systems, the increasing diversity of ambassadors' work, and the variety of embassy staff in terms of expertise and the like, the role of ambassadors has gradually changed. Given the changing nature of ambassadors’ responsibilities, in the diplomatic scene, and especially due to the features of the Islamic Republic of Iran, this research is intended to design the model of competency for the ambassadors of the Islamic Republic of Iran. This research follows a qualitative method of thematic analysis. Research data is collected, up to theoretical saturation stage, from three sources of interviews with ambassadors and former diplomats of the Islamic Republic of Iran in different countries, articles written and interviews published by former European ambassadors, and the speeches of the Supreme Leader to the ambassadors and managers of the Ministry of Foreign Affairs. Accordingly, data analysis in several stages of coding using MAXQDA software, resulted in six main themes based on which the model of competency of the ambassadors of the Islamic Republic of Iran was designed. It consisted of six layers of "Islamic and national values", "ethical characteristics, personal and general features", "special and general knowledge", " experience ", " mental and communicative capabilities", and "managerial, logical and communicative skills".

Keywords

References

پایگاه اطلاع­رسانی دفتر مقام معظم رهبری:  www.leader.ir
پورعزت، علی‌اصغر؛ فتحی، فاطمه؛ عباسی، طیبه و امیری سوادرودباری، عادله (1396)، تدوین مدل شایستگی مدیران درجهت تحقق چشم‌انداز 1404، مطالعات مدیریت راهبردی دفاع ملی، 137-110.
حاج کریمی، عباسعلی؛ رضائیان، علی؛ هادی‌زاده مقدم، اکرم  و بنیادی نائینی، علی (1390)، طراحی مدل شایستگی های مدیران منابع انسانی بخش دولتی در ایران، چشم‌انداز مدیریت دولتی، (8)2، 43-23.
رنجبر، هادی؛ حق‌دوست، علی‌اکبر؛ صلصالی، مهوش؛ خوشدل، علی‌رضا و بهرامی، نسیم (1391)، نمونه‌گیری در پژوهش‌های کیفی: راهنمایی برای شروع، مجله علمی ـ پژوهشی دانشگاه علوم پزشکی ارتش جمهوری اسلامی ایران، (10)3، 250-238.
هوشیار، وجیهه (1391)، ارائه مدل شایستگی مدیران شعب در سیستم بانکی، رساله دکتری دانشگاه فردوسی مشهد، دانشکده علوم اقتصادی.
Alldredge, M. E. & Nilan, Kevin K. J. (2000). 3m's leadership competency model: an internally developed solution. Human Resource Management, 39 (2&3), 133–145.
Bolden, R., & Goslin, J. (2006). Leadership Competencies: Time to Change the Tune? Leadership, 2(2), 147-163.
Boyatzis, R. (1982). The Competent Manager: A Model for Effective Performance. New York: John Wiley & Sons.
Boyatzis, R. (2007). Competencies in the 21st Century. Journal of Management Developement, 27(1), 5-12.
Braun, V., & Clarke, V. (2006). Using Thematic Analysis in Psychology. Qualitative Research in Psychology, 3(2), 77-101.
Brits, D. W. & Veldsman, Th. H. (2014). “A global central banker competency model”. SA Journal of Human Resource Management, 12(1), 1-14.
Campion, M. A., Fink, A. A., Ruggeberg, B. J., Carr, L., Phillips, G. M., & Odman, R. B. (2011). Doing Competencies Well: Best Practices in Competency Modelling. Personnel Psychology, 64(1), 225-262.
Cardy, R. L., & Selvarajan, T. T. (2006). Competencies: Alternative Frameworks for Competitive Advantage. Business Horizons, 49(3), 235-245.
Chung-Herrera B. G.; Enz, C. A. & Lankau, M. J. (2003). Grooming Future Hospitality Leaders: A Competencies Model. The Cornell Hotel and Restaurant Administration Quarterly, 44(3), 17-25.
Creswell, J. W. (2009). Research Design: Qualitative, Quantitative, and Mixed Method Approaches. SAGE Publications.
Dubois, D. D. (1993). Competency-based performance improvement: A strategy for organizational change. Amherst, MA: HRD Press, Inc.
Ennis, M. R. (2008). Competency Models: A Review of the Literature and The Role of the Employment and Training Administration (ETA). U.S. Department of Labor.
Fraganidis, F. and Mentzas, G. (2007). Ontology-based competency management for corporate e-learning. in: Competencies in Organizational E-Learning: Concepts and Tools. Chapter XV. 311–324. Idea Group.
Hoffmann, T. (1999). The meanings of competency. Journal of European Industrial Training, 23(6), 275-286.
Hondeghem, A., & Vandermeulen, F. (2000). Competency management in the Flemish and Dutch civil service. International Journal of Public Sector Management, 13(4), 342-353.
Ismail, V.Y.; Zain, E. & Zulihar. (2015). “The Optimization of Human Resource’s Performance in Islamic Microfinance Institutions Through Job Analysis and Competency Model”. The Asian Journal of Technology Management, 8(1), 56-67.
Koenigsfeld, J. P. (2012). Revised Competencies for Private Club Managers. International Journal of Contemporary Hospitality Management, 24(7), 1066-1087.
Lucia, A. D. & Lepsinger, R. (1999). The Art and Science of Competency Models: Pinpointing Critical Success Factors in Organizations. San Francisco: Jossey-Bass/Pfieffer.
Lucia, A. D., & Lepsinger, R. (1999). The Art and Science of Competency Models: Pinpointing Critical Success Factors in Organizations. Wiley.
Madden, C.; Clayton, M.; Canary, H. E.; Towsley, G.; Cloyes, K.; Lund, D. (2017). Rules of performance in the nursing home: A grounded theory of nurse–CNA communication. Geriatric Nursing, 38 (2), 1-7.
Mansfield, R. S. (1996). Building Competency Models: Approaches for HR Professionals. Human Resourch Management, 35(1), 7-18.
OECD. (2011). Chapter 3: The Government Shift to Competency Management. In OECD, Public Servants as Partners for Growth: Toward a Stronger, Leaner and More Equitable Workforce (pp. 121-166). OECD Publishing.
Sanghi, S. (2007). The Handbook of Competency Mapping 2nd Edition. SAGE Publications, Inc.
Schanne, L. C.; Stern, S.; Hand, C.; Collins, M.; Kirk, G.; Kweeder, S.; Brody, R.; LaPorta, P. H. & Meehan, D. (2016). “From Chaos to Competency: Implementing a New Competency Model in a Multihospital System”. The Journal of Continuing Education in Nursing, 47(3), 111-117.
Shippmann, J. S., Ash, R. A., Battista, M., Carr, L., Eyde, L. D., Hesketh, B., Kehoe, J., Pearlman, K., Prien, E. P., Sanchez, J. I. (2000). The Practice of Competency Modelling. Personnel Psychology, 53(3), 703-740.
Sparrow, P. (1995) Organizational competencies: a valid approach for the future?. International Journal of Selection and Assessment, 3(3),168-177.
Spencer, L. M., & Spencer, S. M. (1993). Competence at Work Models for Superior Performance. Wiley.
Teodorescu, T. (2006). Competence Versus Competency What is the Difference? Performance Improvement, 45(10), 27-30.
Vathanophas, V., & Thai-ngam, J. (2007). Competency Requirements for Effective Job Performance in the Thai Public Sector. Contemporary Management Research, 3(1), 45-70.
 
 
Journal of Research in Human Resources Management
Volume 11, Issue 2 - Serial Number 36
serial no.36
July 2019
Pages 29-56

Files

History

  • Receive Date: 18 November 2018
  • Revise Date: 14 April 2019
  • Accept Date: 15 May 2019

Share

How to cite

Statistics