Comparison, Critique, and Application of the Concepts of Global Competence

INTERNATIONAL BUSINESS COMPETENCY PART 2
By Student's Name
Course
Tutor
Institution
City, State
Date
International Business Competency Part 2
Section One: Technical & Behavioural Competencies
The concepts of technical competency and behavioral competency play a huge role in the success of an organization. They determine the connection between personal growth and organizational growth. Organizational growth occurs when the set obligations align with the organization's vision and mission statements. If the obligations or goals are met, the organization is bound to grow regardless of whether it operates in the local or the global markets. The main comparison between the technical and behavioral competencies is in their definitions. Technical competencies refer to the skills or knowledge useful in job responsibilities (Albino, 2018). Different industries in the market require their employers to have different skills. Such skills should match the job descriptions to ensure that such employees can meet the organization's set goals. If the employee does not have the necessary knowledge or skills to perform the given task, they will not facilitate organizational success. When employers are looking for people to employ, they ensure to employ the most qualified individuals for the specific job responsibilities. The job market is highly competitive, making it easy for employers to find qualified candidates. There are different types of competencies that employers focus on when looking for reliable job candidates that would facilitate organizational success.
On the other hand, behavioral competencies refer to the motivations, abilities, and traits of an individual needed to deliver an effective performance. These behavioral competencies should facilitate an effective performance regardless of an individual's job description or the organization they work for. The behavioral competencies can be referred to as general competencies or soft skills possessed by an individual. The behavioral competencies provide a set of behaviors that align with the organization's objectives or visions with measurable behaviors (Albino, 2018). Therefore, when employers look for job candidates, they seek to employ people with particular behaviors that can facilitate organizational success. Suppose the employee's behavior does not align with the company's objectives or visions. The chances are high that the company will not succeed.
Another similarity between technical competency and behavioral competency is that they focus on organizational success. These competencies provide organizations with all the necessary factors and traits needed to meet organizational goals. The key to success in an organization is aligning goals with the vision statement and ensuring that such goals have been achieved. Organizations find it easy to align their goals with their visions through the technical and behavioral competencies, thus facilitating success. These competencies ensure that the organization has employed the right candidates for every job description. These candidates know what needs to be done in a particular job and would easily meet the organizational goals. For instance, behavioral competency's creativity and innovation capabilities can be applied in different industries to facilitate success by enhancing competitiveness. A combination of these competencies with the skills of technical competencies can fasten the success journey of an organization.
A large number of companies in different industries prefer to combine technical and behavioral competencies to facilitate faster success. However, these competencies can also guide an organization towards success when used individually. The only challenge of these competencies is for organizations to determine when to use a particular competency and when not to use it. The competencies are claimed to be effective in all industries when it comes to the facilitation of growth (Albino, 2018). However, this is not always the case because employers need to identify the specific factors of the competencies that facilitate success. For instance, if attention to detail is not needed in a particular company, focusing on it would be a waste of resources because it requires other resources to facilitate success.
Section Two: Relationship of the Two Dimensions of Global Competence to Selecting a Transaction Mode in Entering an International Market and Adjusting Management Functions for IB Strategies
Selecting a transaction mode to enter the global market depends on various factors. The main factors are the types of goods or services that an organization or company intends to offer its consumers. These goods and services will also determine consumer behavior, thus affecting the mode of transaction that can be used to enter the global markets. The technical and behavioral competencies have a huge impact on this topic of selecting a transaction mode for entering the global markets. Then technical competencies provide organizations with all the skills and knowledge necessary in facilitating success. If the organization is successful, it will have no challenges in choosing a transaction mode. Consumers would be willing to buy goods and services from a successful organization. Such an organization guarantees the consumers that they would have goods whenever they wish to buy. Therefore, its mode of the transaction would be one that would suit a large number of consumers from different parts of the world. On the other hand, behavioral competency would also affect the mode of a transaction by ensuring that the organization is competent enough to keep up with the chances of the global market. The global market is highly competitive, and therefore, behavioral competencies such as innovative skills would make the company more competitive. This means that the company would always provide its consumers with the necessary goods and services in the global market. Given the high level of competition in the global markets, behavioral competencies are more important than technical competencies. Employers can easily apply the technical competencies in their organization due to the vast job market. Therefore, the behavioral competencies are what make huge differences in the global market. An individual might have the skills necessary for completing a particular job but might not have the behavioral competency to suit them in the particular job description. Therefore, an organization has to look for people who have the necessary behavioral competencies to succeed in highly competitive global markets.
The adjustment of management functions to implement an IB strategy requires an organization to consider the technical and behavioral competencies. The adjustment of such functions requir...