ترجمۀ پیشرفتۀ ۲ – متن شمارۀ ۵

ترجمۀ پیشرفتۀ ۲ – متن شمارۀ ۵

(تاریخ کلاس: ۱۶ و ۱۷ آبان ۹۴)

نیم‌فاصله یـا فاصلۀ مجازی (zwnj) در تایپ فارسی

فونت «یاس» را از اینجا دانلود و روی رایانۀ خود نصب کنید تا همه نوشته‌های فارسیِ این وبلاگ را زیباتر ببینید.

 Way back in 1953, David McClelland, an American management guru for the first time recognized a human trait that he called ‘competence’. Robert White in 1959 and later McLagan, Richard Boyatzis, Signe Spencer and David Ulrich remarkably developed the concept of competencies for the organization’s survival and sustained competitive advantage. In 1973, David McClelland, Professor of Psychology at Harvard University and founder of McBer and Company, wrote a seminal paper: “Testing for Competence Rather than Intelligence”, which created a stir in the field of industrial psychology. McClelland’s research indicated that although traditional academic aptitude and knowledge content tests were good predictors of academic performance, they seldom predicted on‑the‑job performance. It raised questions about the reliability of intelligence tests as a predictor of job success and stated that ‘the correlation between intelligence test scores and job success often may be an artifact, the product of their joint association with class status’. McClelland went on to argue that the best predictors of outstanding on‑the‑job performance were underlying, enduring personal characteristics that he called “competencies”. Since then, McClelland’s findings have been cross‑culturally validated by 30 years of global competency research carried out by McBer and later by the Hay Group. Hence, the history of competency can be traced to the early 1970s, when industrial psychologists and human resource managers were seeking ways to predict job performance.