Investigating the relationship between the leadership competence of branch heads and the performance of resource mobilization - collection of claims of Agricultural Bank of Sistan and Baluchistan province

Dissertation to receive M.A.»

Financial

Winter 1391

Abstract

The purpose of this research is to explain the relationship between leadership competencies and the performance of resource mobilization and demand collection. It was in Zahedan city in Sistan and Baluchistan Province Agricultural Bank branches. This research was carried out using a descriptive correlational method. The studied community of all branches of the Bank of Agriculture in the province in 2013 with the number of There are 52 branches, due to the large size of the statistical population, 11 branches of Agricultural Bank in Zahedan were selected as a statistical sample in this research. To collect data from a researcher-made questionnaire including 29 items were used and to analyze the data at the level of descriptive statistics, mean and standard deviation were used, and at the level of inferential statistics, regression analysis and Pearson's correlation coefficient were used. The results showed that among all five dimensions of leadership competence, including: power of leadership influence, change and transformability of managers, application of moral values, giving importance to human resources and creating a vision for managers, there is a positive and significant correlation with the performance of resource mobilization and collection of demands. Also, the results showed that among the dimensions of leadership competence, the power of influence and giving importance to human resources can meaningfully predict resource mobilization, and also among the dimensions of leadership competence, change and adaptability, moral values ??and giving importance to human resources can meaningfully predict the collection of demands.

Key words: competence­ leadership skills, resource mobilization performance, demand collection

Chapter One

Research overview

Introduction

Societies change over time and their position differentiates them from each other. This continuous history-making process brings clear signs of leadership skills! What are these qualifications? How are they obtained? What are its signs? Today, obtaining transformational managers is a major concern of organizations. The problem becomes more complicated when we find out that universities with their usual programs have not been very successful in cultivating and supplying these outstanding managers. Peter Drucker - who is called the father of modern management - during an interview with "Harvard Business Review" Regarding the managerial characteristics of today's era, he says: "Having an education by itself no longer has any meaning, even having a higher education in the field of management, I think that the search for a certain objective criterion should be abandoned and focus on what I call individual competence". In organizations, education is one of the most important things to ensure the necessary skills for the accurate implementation of this strategic vision, and this requires the assessment of the competencies required by the organization, employees and managers. The importance of this issue will be doubled when we seek to identify the competences of organizational human resources managers, especially managers; Because those who should be in charge of establishing a merit-based management system, first of all, they must have the necessary merits and secondly, they must monitor the existence of merits in other fields, employees and managers. (depositors) to another group that is active in employment, and banks are mediators and agents between these two groups. To attract such deposits, they need to adopt their own methods. In other words, there are factors that are effective in attracting deposits, which should be used as much as possible.

  Every monetary economy has a financial system, and banks are the main pillar of this financial system. Today, banks are referred to as financial services supermarkets due to the provision of various credit financial services. The continuity of the bank's life is deferred and depends on attracting deposits. In fact, deposit attraction forms the center and pillar of banking operations. The performance of other banking duties and operations depends on the attraction of deposits, in other words, this basic duty precedes other banking duties. This means that a part of the collection process (that is, negotiation with the customer, necessary instructions, etc.) is prepared and compiled inside the bank, and the improvement of these factors is within the scope of the banks' authority. The use of experienced banking personnel along with appropriate collection procedures in improving internal organizational factors will also be effective in collecting claims, but another part of the factors affecting the collection of claims are external factors. For example, the laws and regulations governing the judicial system of the country are such that in many cases, it is difficult to accelerate the process of collecting claims, and since there are many cases, the process of collecting claims will be slow. In view of this, banks take the necessary measures according to their understanding of the customers and the estimation of the manner and timing of the collection of claims and the ability of the debtor to repay the debt so that the production or service unit does not face problems, but negotiation with the customer and assistance is the priority of the banks. In general, the best procedure for collecting the claims of banks is to create a suitable platform, which means that special powers should be designed and formulated for banks to speed up the process of collecting claims in the current situation, while using the services of claim collection companies will save the banks' time and money. The context of the application of leadership competencies and its impact on the mobilization of resources and the collection of claims, we have stepped into a group of banks in order to examine the relationship between leadership competencies and the use of available statistics and figures with the help of elite banking experts. Heads of branches and the performance of resource mobilization and   collection of claims  Agricultural Bank  Let's talk about Sistan and Baluchistan province.

1-2- Statement of the problem

In today's world where changes are taking place quickly, organizations must constantly improve, use advanced technologies and react to changes in environmental factors in order to maintain their survival. Current organizations must take steps towards innovation and change. Not only because they want to increase their prosperity and success, but because in a competitive world, their survival will depend on having such a procedure (Keller [1], 2006).

Competence is a written description of personal skills and work behaviors that can be measured and used to achieve work goals. (Marsi [2], 2003)

Europe launched a research project in January 1998 to better understand the challenges that European organizations and managers face in their work environment today. In the meeting and group studies, which was held at the conference of the European Human Resource Management Association (June 1998, Buda Post, Hungary), representatives from 22 European countries introduced managerial competence as a topic that they specifically want to investigate in this research project. They wanted to acquire more information and knowledge about the requirements of successful management performance in the new business environment. In this research, which took two years to complete, three main approaches to managerial competencies were identified, which are:

Behavioral approach: In this approach, competency is introduced based on behavioral terms, and it mainly deals with the introduction of a type of behavior that is related to excellent performance. In this approach, competencies are defined in different ways according to the main personal characteristics, such as habits, personality traits, knowledge, skills and motivations of the individual in getting a job, which are usually related to excellent performance. Standard approach: Based on the analysis of the work of the job or position, this approach deals with the introduction of minimum standards of performance in managerial positions to guarantee a certain quality as a result of the job.