“A job competency is an underlying characteristic of a person in that it may be a motive, trait, skill, aspect of one’s self-image or social role, or a body of knowledge which he/she uses. The existence and possession of these characteristics may or not be known to the person. In this sense, the characteristics may be unconscious aspects of the person. Because job competencies are underlying characteristics, they can be said to be generic. A generic characteristic may be apparent in many forms of behaviour, or a wide variety of different actions.”

“A threshold competency is a person's generic knowledge, motive, trait, self image, social role, or skill which is essential to performing a job, but is not causally related to superior job performance.”

“A competency is an underlying characteristic of the person that leads to or causes effective or superior performance.”

“The models of management which individuals and organizations use come from a variety of sources. Sometimes the model comes from a theory. The theory may emerge from someone's thoughts about the desired characteristics of a manager, or about the characteristics of competent managers. Sometimes the model comes from a panel. A group of people, possibly in the job or at levels above the job within the organization, generates a model through discussion of what is needed to perform a management job competently.”

“The Competent Manager: A Model for Effective Performance offers an empirical, total system approach that determines which characteristics of managers enable them to be effective in various management jobs.”

“The unitary system of thought has three main characteristics which distinguish it from many other systems: it deals with the form of systems rather than with their component parts; it recognizes a process of development as prior to the apparently static aspects of nature; and it is unitary, emphasizing one general form beneath all apparent dualism.”

“The study resulted in a model of competence, not merely a laundry list of characteristics.”

“The result of a job element analysis is a weighted list of characteristics that managers perceive as important in distinguishing superior from average performers, and those characteristics required by anyone in the job.”

“The fastest way, the most powerful way, the most effective way to experience the characteristics of divinity is to be a cause of another person experiencing the characteristics of divinity.”

“The prescriptions and proscriptions held by members of a role set are designated as role expectations. … The role expectations held for a certain person by some member of his or her role set will reflect that member's conception of the person's office and his or her abilities. The content of these expectations may include preferences with respect to specific acts and personal characteristics or styles; they may deal with what the person should do, what kind of person he should be, what he should think, or believe, and how he should relate to others.”