The document outlines 10 key characteristics of a good boss: 1) trusts employees, 2) is accountable, 3) has a clear vision, 4) applies emotional intelligence, 5) is punctual and disciplined, 6) cares for employees, 7) is competent, 8) inspires through their own work, 9) is honest and trustworthy, and 10) supports learning and development. A good boss empowers employees, takes responsibility for mistakes, provides direction while allowing independence, and leads by example through their own continuous learning and training.
Θεωρητικό μέρος από το περιβαλλοντικό πρόγραμμα με τίτλο: "Μύθοι, μύθοι, παραμύθι: Ο Ρομπέν των δασών στα μεγαρίτικα μονοπάτια (ελιά, φιστικιά, αμπέλι)" που εκπόνησε η ΣΤ΄τάξη του 3ου ΔΣ Μεγάρων με τη δασκάλα Παναγιώτα Σταύρου του 2012-2013
Θεωρητικό μέρος από το περιβαλλοντικό πρόγραμμα με τίτλο: "Μύθοι, μύθοι, παραμύθι: Ο Ρομπέν των δασών στα μεγαρίτικα μονοπάτια (ελιά, φιστικιά, αμπέλι)" που εκπόνησε η ΣΤ΄τάξη του 3ου ΔΣ Μεγάρων με τη δασκάλα Παναγιώτα Σταύρου του 2012-2013
Leaders are not born.....instead they are created....Well, Leadership quality is not mere a single quality but a blend many special qualities....This presentation will giv idea about those qualities with enough pictures....
20 - 40% of performance is determined by the quality of people’s relationships, yet there are no tools that allow relationships to be predicted and forecast
A growing number of websites provide ways to see how many times research and teaching materials have been cited, viewed, downloaded, and shared with others. Learn how to tell a story about the scholarly and social impact of your work using both traditional and alternative metrics when documenting accomplishments in CVs, dossiers, and funding applications. This hands-on session will include finding and interpreting metrics in Google Scholar, Scopus, ImpactStory.org, ResearchGate, and more.
Are you comfortable being the boss? Many business owners and managers are not comfortable leading and managing people. They are not sure what to do or how to do it. An effective boss is one who helps their people improve their performance and productivity. Learn how to turn your good employees into great employees, producing better and more consistent results. When your people grow, your business will grow. It is time to feel comfortable as the boss.
Argos Experience is an urban kiosk based ordering store where customers can purchase products to be shipped directly to their home. The store includes many LCD displays and features a staff of in-store experts. In-store advertising focuses on the discounts offered only from purchasing at the Argos Experience location.
Address: 189-197 Old Street London EC1V 9JS
Social Insights: The High Street RevolutionBrandwatch
James Finch, Customer and Digital Insight Manager, at Argos, speaks alongside Sean Smith, Head of Account Management for Brandwatch about the digital high street revolution. Using Brandwatch the retailer monitored the impact of their new digital store with customers.
Breaking Bad at Work...Managing People with Love and LogicDon Johnson
Trends and research all tell us to start managing people smarter. Times have changed tremendously from the industrial age. Make sure your organization and leaders stay transparent and build trust for the best return from your #1 asset.
Leaders are not born.....instead they are created....Well, Leadership quality is not mere a single quality but a blend many special qualities....This presentation will giv idea about those qualities with enough pictures....
20 - 40% of performance is determined by the quality of people’s relationships, yet there are no tools that allow relationships to be predicted and forecast
A growing number of websites provide ways to see how many times research and teaching materials have been cited, viewed, downloaded, and shared with others. Learn how to tell a story about the scholarly and social impact of your work using both traditional and alternative metrics when documenting accomplishments in CVs, dossiers, and funding applications. This hands-on session will include finding and interpreting metrics in Google Scholar, Scopus, ImpactStory.org, ResearchGate, and more.
Are you comfortable being the boss? Many business owners and managers are not comfortable leading and managing people. They are not sure what to do or how to do it. An effective boss is one who helps their people improve their performance and productivity. Learn how to turn your good employees into great employees, producing better and more consistent results. When your people grow, your business will grow. It is time to feel comfortable as the boss.
Argos Experience is an urban kiosk based ordering store where customers can purchase products to be shipped directly to their home. The store includes many LCD displays and features a staff of in-store experts. In-store advertising focuses on the discounts offered only from purchasing at the Argos Experience location.
Address: 189-197 Old Street London EC1V 9JS
Social Insights: The High Street RevolutionBrandwatch
James Finch, Customer and Digital Insight Manager, at Argos, speaks alongside Sean Smith, Head of Account Management for Brandwatch about the digital high street revolution. Using Brandwatch the retailer monitored the impact of their new digital store with customers.
Breaking Bad at Work...Managing People with Love and LogicDon Johnson
Trends and research all tell us to start managing people smarter. Times have changed tremendously from the industrial age. Make sure your organization and leaders stay transparent and build trust for the best return from your #1 asset.
Argos & Shutl: putting the rocket into retailGuy Westlake
Presentation given at The Retail Conference, 21st September 2011.
Presenters: Tom Allason (Founder & CEO, Shutl) and David Tarbuck (Multichannel Operations & Development Manager, Argos).
Social Insights: The high street revolutionPure360
Social Insights: The High Street Revolution
Using social data to capture customer feedback has allowed Argos to apply changes to their digital stores and gain insight into public reaction. Customer and Digital Insight Manager James Finch will explain how social intelligence is transforming the high street.
For Super Entrepreneurs,
In my eyes, everyone can learn from superheroes and maybe even become one.
Being a superhero is not about doing extraordinary things, but it is about doing ordinary things in an extraordinary way!
People at board and top management typically believe that transforming a company from good to great requires an extreme personality, an egocentric chief to lead the corporate charge. But that’s not the case in 21st century management world, where the basic essence of management is more of human emotions and sentiments centric. The essential ingredient for taking a company to greatness is having a “Level 5” leader, an executive in whom extreme personal humility blends paradoxically with intense professional will. This session will focus on explaining the various aspects of leadership and its levels and will focus on the hardcore aspect of transformational leadership which not only focuses on ‘having jobs done’ and ‘having targets met’ but will transform an organization from ‘good’ to ‘great’. It involves explanation of difference between a manager and a leader and how leadership has become an essential element of modern managing function and what are the competencies relevant to leadership qualities. The core learning that will be transferred during this session is that a leader needs IQ and Technical Expertise for sure, but there is something more important if a leader needs to exercise Level 5 transformational leadership and that is EQ (Emotional Quotient). Various dimensions of EQ a Level 5 leaders should possess will be explained and focus will be put on how such EQ can be developed. The session ends with some strategic suggestions for exercise of Level 5 leadership for taking organization from ‘good’ to ‘great’.
This presentation discusses; what is people management, what are the key components of people management and what skills are require to be a good people manager.
Building a Human Resources Program for VeterinariansOculus Insights
Dr Mike Pownall and Katie Ardeline presented a full day session during the Oculus Insights 2017 EU Summits in Amsterdam on creating a Human Resource Program for any type of veterinary practice.
Caroline Hynes. Hiring & growing teams that love their product: Zendesk exper...Octopus Events
1. Hiring and building a team at the start:
- Types of people needed & why they are important.
- How is the job interview going at Zendesk? Which candidates are hired? On what we're paying attention to? Which assessment tests need to be passed?
- Ideas for onboarding – balancing autonomy & authority. Tools we use, recertification, stimulation systems, knowledge maps.
2. Changes as companies mature & scale – who we hire at the start may not be who we need at a later stage:
- When will we know we need to adjust our people & give practical examples?
- How to grow the people you have into leaders?
3. Building & maintaining alignment [and accountability] at the start & as you scale:
- What does alignment look like & why is it important?
- How do you keep alignment as new people and processes are added to the org?
- The impact of an aligned and misaligned org.
4. The importance of evangelists [Internal & External]:
- What is an evangelist and why are they important?
- What we've done in 2019 to increase team loyalty to the product.
EICT Summer School August 2023 - Things I never knew I never knew - about bu...Fiona Nielsen
Expert workshop session delivered at IECT Summer School for Entrepreneurs on August 23, 2023, by Fiona Nielsen.
Fiona is a serial entrepreneur with lots of experience in hiring, leading and laying off people as part of her startup journey. In this presentation Fiona shares practical down to earth tips and examples on how to build a great team at your startup.
Topics include breakdowns of how to:
- Get great people on board
- Always improve your leadership
- Invest in good culture from the start
For example "1. Get great people on board"
Attract the right people to apply/express interest
Describe the role you are looking for and be specific about making the title reflect the job, e.g. “co-founder” or “marketing intern”
Always include the mission and vision of the company. Don’t fluff it.
Consider why anyone would work for you - beyond being paid a salary.
Great candidates have a choice of where to work, they will choose a place where they find meaning, feel motivated and challenged, and feel welcome.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
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Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
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Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
1. 10 Characters of a Good Boss
P. K. Mitra
Eurodrug Laboratories- India
2. We all have come across ‘Boss’ or Bosses in our professional
career and they really make difference by their characters !
• There are certain characters, which
differentiates a Leader from a typical
boss !
• In a challenging environment when
an organization wants to deliver
performance, the onus is on the
Leader /Boss !!
• Great Bosses like, Steve Jobs, Warren
Buffet, K. Anji Reddy, Lee Scott,
William Colgate became Leaders with
their characters !
3. A recent survey by SHL of New Zealand and
Australian organizations found that being able to
give feedback and recognition for individual
achievement was the most desired attribute of a
boss• One of my colleagues say: He is 25
years old in his professional career &
saw many bosses but yet to see a true
leader.
• His boss always used to warn that
nobody in the office should come late
but he was never been there on time !
• He never liked people to talk loud in
the office but he did not spend a
single day without shouting in the
office !
4. Great sayings on Leadership:
• “Management is doing things right; leadership is doing the
right things.” - Peter F. Drucker
• "Leadership and learning are indispensable to each other."
—John F. Kennedy
• “A leader is one who sees more than others see, who sees
farther than others see, and who sees before others see.”
- Leroy Eimes
Let us see the 10 characters of a Good Boss as summarized by
different authors in different times & in different books ……..
5. 1. HE TRUSTS HIS/HER EMPLOYEES
• Train employees to handle a task, allow them to handle it
without interference and inhibition, delegates with
confidence & complete trust, evaluates performance solely
based on merits & diligence.
• Correct them wherever required and allow them to exercise
their own methods, allow them to work independently and
review once they finish to give them better ways to score in
future.
• Knows efficiency can be the enemy of efficacy in the long run
& create an atmosphere of expansive thinking, empower the
team with time, resources and techniques, to solve big issues
with big ideas instead of make-shift ideas.
6. 2. HE IS ACCOUNTABLE & RESPONSIBLE
• He takes accountability of decisions when things go wrong
instead of shrugging his shoulder.
• He is always positive, normal and practical to review the
reasons and preview the solutions to correct the situations.
• He is apolitical & impartial in his decision while approaching
the target objectivity and unbiased with regard to gender.
• Practices cross-feedback mechanism to improve further self
and team’s performance in any given situation.
7. 3. HE HAS CLEAR VISION & DIRECTION
• Provides clear vision and clearly defines directions to get the
objective accomplished on time without micromanaging.
• Firm on objectives & expectations of the organization from his
employees but with human touch and not being arrogant !
• Makes sure the team members know the desired outcomes
and deadlines, practices ethical, equipped with the resources.
• Intelligent, honest and concise in approach to understand the
pulse of the people around, situations and respond
accordingly rather than react.
8. 4. APPLIES EMOTIONAL INTELLIGENCE
• He never brings home or personal arguments to office neither
takes office tensions to back home, always aware of what his
employees are feeling and thinking, can inspire & create
resiliency among the team effectively.
• Creates competitive, conducive brainstorming environment
where people are feeling open, upbeat, and expansive.
• Integrates creativity into daily conversation and procedures so
that every employee feels natural about being creative and
facilitating productive creativity when interacting with others
in the company/organization.
9. 5. PUNCTUAL & DISCIPLINED
• Firmly believes that punctuality & discipline are more for him
than his employees and sets an example by strict adherence !
• The strength of integrity & promise is always reflected from his
commitment and he treats commitment as a character !
• He never alters his promise or deviates from it even though he
incurs loss in the proposition but he stands to his commitment.
• Make sure that everyone in the team understands the
difference between a valuable meeting and a waste of time
and resources.
10. 6 . CARES FOR HIS PEOPLE
• He acts like a teacher, philosopher, guide, and friend to
improve his employees both professionally & personally.
• Appreciates his employees in public for good job done and
reprimands them in private to improve their skills & odds.
• Looks at the mistakes of his people as opportunity to improve
their skills & knowledge further, makes them feel stronger.
• Empathizes with his employees, stands by them in every
adversities and groom them to become successful in life, never
minds people leaving him for a better opportunity.
11. 7. HE IS COMPETENT
• He is competent enough in his domain of operation to
handle, guide his team to achieve the objective successfully.
• Never takes the credit of performance alone and always puts
his people first for any kind of recognition, positive in attitude.
• Aware of strengths & weaknesses of his
employees, team, strengthens the strengths and manages with
the weaknesses.
• Never bothered for an unexpected outcome or situation, he
knows how to handle it, has solutions for every issue ! Never
asks his people to bring solutions, leads with the solutions to
provide enough courage & confidence to them.
12. 8. HE INSPIRES BY HIS WORK
• He never asks his people to initiate the work or give idea and
then finger in the work to prove or hijack it on his name.
• Always introduces his team or employees with pride to the
world and never underestimates anyone or belittle them.
• Motivates people with outside-the-box thinking, makes them
feel that everyone is a part of pioneering projects and equally
valuable and at the same time no one is indispensable !
• Make sure everyone of his team also lead a good personal
life, energizes amply to effectively balance between personal
& professional life.
13. 9. HE IS HONEST & TRUSTWORTHY
• Honest & transparent in his communications, embraces an
open dialogue with his employees, delegates meaningfully, has
fired himself from his prior-to-promotion job, admits mistakes
and seek suggestions from his team/employees.
• Don’t indulge in malpractices to garner extra profits for him
turning down the basic interests of the organization, shares
information with all his employees, never play hide & seek.
• Creates an environment where people are empowered to
make change on their own to improve product, process, and
procedures to integrate open communication to achieve the
highest levels of team performance.
14. 10. LEARNING & DEVELOPMENT
• Continuously train, educate & develop his people so as to
keep them abreast with the current trends of the business,
appreciates people who want to extra responsibilities and
never feel short to a performer better than him in the trade.
• Empowers people, recognize performance with reward and
undergoes lot of training & development program by himself.
• Shows the team that training is required for everybody,
including him, integrate individual learning and development
into every job description so that personal growth is required
and rewarded.