Weber Shandwick and Powell Tate, in partnership with KRC Research, have conducted Civility in America: A Nationwide Survey annually since 2010. View the full report at http://bit.ly/2t5SxE2
The latest installment of Civility in America, an annual poll conducted by Weber Shandwick and Powell Tate, in partnership with KRC Research, once again finds that the majority of Americans perceive incivility to be a problem in our society.
Civility in America 2018 - Fast Facts Civility in AmericaWeber Shandwick
Weber Shandwick and Powell Tate, in partnership with KRC Research, have conducted Civility in America: A Nationwide Survey annually since 2010. Read 8 top-line findings from the research.
The latest edition of Civility in America, an annual poll conducted by Weber Shandwick and Powell Tate, with KRC Research, finds that with uncivil behavior on the rise, Americans are finding that one place that can provide refuge from society’s increasingly pervasive and offensive behavior and language is the workplace
Weber Shandwick, in partnership with KRC Research, released CEO Activism: The Tech Effect, a follow-up to The Purposeful CEO from earlier this year. The Tech Effect surveyed technology professionals such as software/application developers and software engineers in seven global markets: Brazil, Canada, China, India, Mexico, the UK and the U.S.
The Great American Search for Healthcare InformationWeber Shandwick
Weber Shandwick, in partnership with KRC Research, released The Great American Search for Healthcare Information, a survey of 1,700 American adults. The research focuses on Healthcare Information Seekers, or those who look for health-related information at least once a year.
The latest installment of Civility in America, an annual poll conducted by Weber Shandwick and Powell Tate, in partnership with KRC Research, once again finds that the majority of Americans perceive incivility to be a problem in our society.
Civility in America 2018 - Fast Facts Civility in AmericaWeber Shandwick
Weber Shandwick and Powell Tate, in partnership with KRC Research, have conducted Civility in America: A Nationwide Survey annually since 2010. Read 8 top-line findings from the research.
The latest edition of Civility in America, an annual poll conducted by Weber Shandwick and Powell Tate, with KRC Research, finds that with uncivil behavior on the rise, Americans are finding that one place that can provide refuge from society’s increasingly pervasive and offensive behavior and language is the workplace
Weber Shandwick, in partnership with KRC Research, released CEO Activism: The Tech Effect, a follow-up to The Purposeful CEO from earlier this year. The Tech Effect surveyed technology professionals such as software/application developers and software engineers in seven global markets: Brazil, Canada, China, India, Mexico, the UK and the U.S.
The Great American Search for Healthcare InformationWeber Shandwick
Weber Shandwick, in partnership with KRC Research, released The Great American Search for Healthcare Information, a survey of 1,700 American adults. The research focuses on Healthcare Information Seekers, or those who look for health-related information at least once a year.
In many ways, Asian Americans in the US have had meaningful economic and social impact but they face a number of challenges that have often been overlooked.
This presentation offers highlights from the 2017 Women in the Workplace report by McKinsey & Company and LeanIn.org with solutions companies can take to foster gender equality.
https://womenintheworkplace.com/
The project captured a total of 19 million tweets from the US and the UK over the span of four years, to better understand progress and challenges across the key areas.
The aim of this research is to provide supportive data and practical advice for campaigns hoping to change bullying and discrimination across the social web.
Key findings from this report are;
- Politics is the topic most likely to receive bullying remarks, followed by topics relating to sport and food.
- 7.7m Tweets featured racially insensitive language, men sent 59% of these.
- You are most likely to experience cyberbullying on Twitter between 5pm-8pm on a Sunday.
Women in the Workplace is a multi-year joint research effort by McKinsey & Company and LeanIn.org and the largest comprehensive study of the state of women in corporate America
Fetzer Institute Survey on Love and Forgiveness in American Societyfetzerinstitute
At a time when significant emphasis is placed on the issues that divide Americans, the Fetzer Institute’s “Survey of Love and Forgiveness in American Society” reveals the commonalities that bind us together. The report uncovers the deeply held beliefs and attitudes individuals have about love, forgiveness, and their connection to the world beyond our borders. The Fetzer Institute commissioned the research in 2010 in an effort to explore these complex topics that are central to its mission and to learn more about where love and forgiveness are present in American life.
PR in the c-suite: harnessing the disruptive power of social media for leader...Bob Pickard
If the cautionary Trump case study teaches us anything, it is the disruptive power of social media for leadership communication.
Communication technology has always been used for good and for ill, but when it is applied by leaders who understand public relations — or propaganda, its ‘evil twin’ — social media is now probably the most formidable force both for ethical persuasion and mass manipulation.
Especially when something goes wrong for an organization in the public domain, all eyes go online looking for the leader. But often CEOs are absent from social media and among those who are online, there are many who don’t know how to communicate with the public.
What we are seeing today is one PR disaster after another playing out on social media, with the character and capability of CEO communication proving decisive in deciding whether reputations are ruined or brands are built at these spectacular moments of truth.
Success in the c-suite has always been the holiest of grails for the public relations industry, but Bob Pickard of Signal Leadership Communication Inc. — one of Canada’s best known corporate communicators with a 20 year record building PR businesses overseas — believes that our industry is not yet realizing its potential when it comes to the public communication of top executives on social media.
Bob, who has counselled and coached hundreds of senior leaders around the world, will explain the challenges of access and attitude for CEO communication and share the latest ideas and insights about what he will argue is increasingly one of the most important segments of the public relations consulting business.
Weber Shandwick, in partnership with KRC Research, has released Employee Activism in the Age of Purpose: Employees (UP)Rising, as an expansion upon Weber’s extensive work on corporate activism.
In many ways, Asian Americans in the US have had meaningful economic and social impact but they face a number of challenges that have often been overlooked.
This presentation offers highlights from the 2017 Women in the Workplace report by McKinsey & Company and LeanIn.org with solutions companies can take to foster gender equality.
https://womenintheworkplace.com/
The project captured a total of 19 million tweets from the US and the UK over the span of four years, to better understand progress and challenges across the key areas.
The aim of this research is to provide supportive data and practical advice for campaigns hoping to change bullying and discrimination across the social web.
Key findings from this report are;
- Politics is the topic most likely to receive bullying remarks, followed by topics relating to sport and food.
- 7.7m Tweets featured racially insensitive language, men sent 59% of these.
- You are most likely to experience cyberbullying on Twitter between 5pm-8pm on a Sunday.
Women in the Workplace is a multi-year joint research effort by McKinsey & Company and LeanIn.org and the largest comprehensive study of the state of women in corporate America
Fetzer Institute Survey on Love and Forgiveness in American Societyfetzerinstitute
At a time when significant emphasis is placed on the issues that divide Americans, the Fetzer Institute’s “Survey of Love and Forgiveness in American Society” reveals the commonalities that bind us together. The report uncovers the deeply held beliefs and attitudes individuals have about love, forgiveness, and their connection to the world beyond our borders. The Fetzer Institute commissioned the research in 2010 in an effort to explore these complex topics that are central to its mission and to learn more about where love and forgiveness are present in American life.
PR in the c-suite: harnessing the disruptive power of social media for leader...Bob Pickard
If the cautionary Trump case study teaches us anything, it is the disruptive power of social media for leadership communication.
Communication technology has always been used for good and for ill, but when it is applied by leaders who understand public relations — or propaganda, its ‘evil twin’ — social media is now probably the most formidable force both for ethical persuasion and mass manipulation.
Especially when something goes wrong for an organization in the public domain, all eyes go online looking for the leader. But often CEOs are absent from social media and among those who are online, there are many who don’t know how to communicate with the public.
What we are seeing today is one PR disaster after another playing out on social media, with the character and capability of CEO communication proving decisive in deciding whether reputations are ruined or brands are built at these spectacular moments of truth.
Success in the c-suite has always been the holiest of grails for the public relations industry, but Bob Pickard of Signal Leadership Communication Inc. — one of Canada’s best known corporate communicators with a 20 year record building PR businesses overseas — believes that our industry is not yet realizing its potential when it comes to the public communication of top executives on social media.
Bob, who has counselled and coached hundreds of senior leaders around the world, will explain the challenges of access and attitude for CEO communication and share the latest ideas and insights about what he will argue is increasingly one of the most important segments of the public relations consulting business.
Weber Shandwick, in partnership with KRC Research, has released Employee Activism in the Age of Purpose: Employees (UP)Rising, as an expansion upon Weber’s extensive work on corporate activism.
Weber Shandwick, in partnership with KRC Research, released CEO Activism in 2018: The Purposeful CEO. This survey is the third installment of Weber Shandwick’s CEO activism series, following The Dawn of CEO Activism (2016) and High Noon in the C-Suite (2017). This year’s report finds that nearly eight in 10 consumers (77 percent) agree that CEOs need to speak out when their company’s values are violated or threatened.
A Real World Project Management Webinar - Why Team well-being matters and what we can do about it. Hosted by Dionne Suppiah with Tim Banfield and Melanie Dixon.
CAMILLE LEMIEUX
Springer Nature
What is the current state of diversity, equity, and inclusion in the scholarly publishing community? It's time to take a thorough look at the 2023 global Workplace Equity (WE) Survey results. The C4DISC coalition conducted the WE Survey to capture perceptions, experiences, and demographics of colleagues working at publishers, associations, libraries, and many more types of organizations in the global community. Four key themes emerged from the 2023 results, which will be compared to the findings from the first WE Survey conducted in 2018. Recommendations for actions organisations can consider within their contexts will be proposed and discussed.
How Can Employers Tackle Discrimination in the WorkplaceIBB Law
Discrimination is still rife in the workplace. What can employers do to tackle these issues?
https://www.ibblaw.co.uk/service/employment/employment-tribunals-and-dispute-resolution
https://www.ibblaw.co.uk/service/employment/employment-law-businesses
For information on creating fair employment policies, dealing with discrimination in the workplace and handling employment tribunal claims and workplace disputes contact IBB's employment lawyers today.
Marc Jones is a Partner and HR & Employment Law specialist at IBB Solicitors.
https://www.ibblaw.co.uk/people/marc-jones
He has specialised in all areas of employment
law and human resources since 1994, with particular emphasis on executive terminations, anti-competition and litigation.
Marc acts for multinationals, small to medium enterprises, public sector bodies, charities and individuals. This has included both
employment and commercial related disputes in the employment tribunal, county court and High Court. He has acted as solicitor/advocate in employment tribunals, the Employment
Appeal Tribunal and the Court of Appeal.
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By David F. Larcker, Brian Tayan, CGRI Survey Series. Corporate Governance Research Initiative, Stanford Rock Center for Corporate Governance, October 2018
In summer and fall 2018, the Rock Center for Corporate Governance at Stanford University conducted a nationwide survey of 3,544 individuals — representative by gender, race, age, household income, and state residence — to understand how the American public views CEOs who take public positions on environmental, social, and political issues.
“We find that the public is highly divided about CEOs who take vocal positions on social, environmental, or political issues,” says Professor David F. Larcker, Stanford Graduate School of Business. “While some applaud CEOs who speak up, others strongly disapprove. The divergence in opinions is striking. CEOs who take public positions on specific issues might build loyalty with their employees or customers, but these same positions can inadvertently alienate important segments of those populations. The cost of CEO activism might be higher than many CEOs, companies, or boards realize.”
“Hot-button issues are hot for a reason,” adds Brian Tayan, researcher at Stanford Graduate School of Business. “Interestingly, people are much more likely to think of products they have stopped using than products they have started using because of a position the CEO took on a public issue. When consumers don’t like what they hear, they react the best way they know how to: by closing their wallets.”
More Women Of Color Are Ready To Leave The WorkforceFairygodboss
Fairygodboss and nFormation surveyed 800 individuals who identify as Women of Color to learn more about their experiences in the workplace and understand how many of them are planning to leave the workforce and why they're leaving.
By David F. Larcker, Nicholas E. Donatiello, Brian Tayan
CGRI Survey Series. Corporate Governance Research Initiative, Stanford Rock Center for Corporate Governance at Stanford University, February 2017
In summer 2016, the Rock Center for Corporate Governance at Stanford University conducted a nationwide survey of 1,554 individuals to understand how the American public views CEOs who engage in potentially unethical behavior, and the public’s determination of “fair punishment” for these actions.
The study reveals that almost half of Americans believe CEOs should be fired (or worse) for unethical behavior. Violations of trust between company and customer are considered the most egregious. And, the public is surprisingly critical of CEOs who engage in “immoral” personal actions. Key takeaways include:
Almost half of Americans believe CEOs should be fired (or worse) for unethical behavior.
Violations of trust between company and customer are considered most egregious.
The public is surprisingly critical of CEOs who engage in “immoral” personal actions.
“We find that the public is highly critical of—and very willing to fire—CEOs who engage in behaviors that are morally or ethically questionable, even if these actions are not illegal and in some cases even if they cause no obvious harm to shareholders, employees, or the public,” says Professor David F. Larcker, Stanford Graduate School of Business. “This reflects, in part, the public’s lingering distrust of large corporations and CEOs in general.”
KEY FINDINGS INCLUDE THE FOLLOWING:
1. MEMBERS OF THE PUBLIC ARE EXTREMELY CRITICAL OF CEOS WHO ENGAGE IN QUESTIONABLE BEHAVIOR.
2. THE PUBLIC BELIEVES A VIOLATION OF TRUST BETWEEN A COMPANY AND ITS CUSTOMERS IS THE MOST EGREGIOUS ETHICAL VIOLATION A CEO CAN MAKE.
3. BOARDS OF DIRECTORS ARE STRICTER THAN THE PUBLIC IN ADMINISTERING PUNISHMENT.
4. AMERICANS ARE SURPRISINGLY CRITICAL OF POTENTIALLY IMMORAL BEHAVIOR.
5. MALE AND FEMALE CEOS ARE HEL
www.geteverwise.com
Hosted by Everwise CEO, Mike Bergelson, and joined by special guest Lauren Leader-Chivee, Founder/CEO All In Together Campaign Inc.
Leadership and diversity are the key drivers for successful innovation in the workplace. Women now account for 57% of the national workforce, yet in the tech industry for example, only 23% of leadership positions are held by women.
Gender diversity and innovation are hot topics today, but what does it really mean for the success of a business? Lauren Leader-Chivee argues that regardless of the size, industry, or business every company needs women at the top.
In this webinar, we covered:
- The connection between diversity and innovation
- The quantitative benefits for organizations to have women in leadership
- Suggestions for organizations to start implementing change to create a more diverse leadership team
About LaurenLauren_Leader-Chivee:
Lauren Leader-Chivee is the founder and CEO of All In Together, a nonprofit campaign connect women to civic engagement, and an Executive Advisor to Deloitte Talent. Formerly the President of the Center for Talent Innovation and Hewlett Chivée Partners, she speaks around the world on issues of diversity, innovation and economic competitiveness. Lauren is also one of Fortune's "55 Most Influential Women on Twitter".
NOTE: You are free to share and adapt this deck for any purpose. We just ask you to attribute. For more information on how to properly attribute presentations under this license, please visit: wiki.creativecommons.org/Marking/Creators.
The future of independent work will be led by an emerging class of intrepid professionals who have rewritten the definition of freelance. This study gives us the insights. https://www.and.co/slash-workers
For multinational companies, business as usual no longer exists. As the world fought to contain the COVID-19 pandemic in 2020, the outlines of a less visible battle came into focus around the world: a new era of Great Power Competition whose consequences will endure long after the virus is eliminated.
United Minds’ Forward to Work: Designing the Employee Experience of the FutureWeber Shandwick
In our sixth session, “Designing the Employee Experience of the Future,” TIAA's Chief Associate Experience & Employee Relations Officer Andy Habenicht and Chief Talent Management Officer Josh Greenwald discussed their journey to becoming an employee-centric organization, including:
- The importance of focusing on employee experience
- Changing expectations in today’s environment
- Considerations to inform planning
Please visit our website for more information: http://unitedmindsglobal.com.
United Minds’ Forward to Work: Leadership in Uncertain TimesWeber Shandwick
United Minds’ Forward to Work: Perspectives to Guide Re-entry webinar series explores different considerations for people, culture, and change leaders managing the return to work.
In our fourth session, “Leading in Uncertain Times,” former Chief Human Resources Officer of State Street Capital Alison Quirk and President of United Minds Kate Bullinger discussed:
- The leadership challenge before us
- Profile of a leader in these uncertain times
- What employees need from leadership now
- Preparing leaders for re-entry
- Seizing the long-term reinvention opportunity
Please visit our website for more information: http://unitedmindsglobal.com.
United Minds’ Forward to Work: Fostering Workplace InclusionWeber Shandwick
United Minds’ Forward to Work: Perspectives to Guide Re-entry webinar series explores different considerations for people, culture, and change leaders managing the return to work.
In our fourth session, “Fostering Workplace Inclusion in Challenging Times,” Chief Inclusion & Diversity Officer at CMG Margenett Moore-Roberts, and SVP of Diversity & Inclusion at United Minds Tai Wingfield discussed:
- How recent events have impacted diverse populations
- How workplaces have become more and less inclusive
- Measures to meet the moment
- Redesigning for the long term
Please visit our website for more information: http://unitedmindsglobal.com.
United Minds’ Forward to Work: Understanding Treatments and VaccinesWeber Shandwick
United Minds’ Forward to Work: Perspectives to Guide Re-entry webinar series explores different considerations for people, culture, and change leaders managing the return to work.
In our second session, “Understanding Treatment and Vaccines,” Duke University Professor of Global Health Dr. Mike Merson and Global Director of Element Scientific Communications Dr. Frank Orrico discussed:
• Mitigation and containment
• Blunting impact with treatments
• Vaccines as the key to normalcy
• Implications for businesses
Please visit our website for more information: http://unitedmindsglobal.com.
United Minds’ Forward to Work: Navigating Government GuidelinesWeber Shandwick
United Minds’ Forward to Work: Perspectives to Guide Re-entry webinar series explores different considerations for people, culture, and change leaders managing the return to work.
In our first session, “Navigating Government Guidelines,” President of Global Public Affairs for Weber Shandwick Pam Jenkins and Executive Vice President of United Minds Anthea Hoyle discussed:
- The political lens through which leaders and citizens are viewing the COVID-19 crisis
- The challenges of conflicting guidance from local, state and federal government and how organizations are balancing government guidance with business needs
- The ways in which this crisis has changed the expectations of employers from both their people and their customers
Please visit our website for more information: http://unitedmindsglobal.com
A recent KRC Research poll of American employees and consumers explores perceptions around the corporate response to COVID-19, as well as implications for the workplace as companies navigate the re-entry phase. The results suggest effective, consistent communications, an emphasis on employee safety and a commitment to corporate values will all play a key role in navigating the recovery phase.
This year’s edition highlights five critical trends for communicators in the next 12-18 months. Each is brought to life with real-world examples, implications for businesses and a carefully curated selection of classes from innovative institutions worldwide.
The Study Guide is designed as both a primer and a resource to allow for deep-dives. We hope it piques your curiosity and gives you fluency in new elements of modern media and communications.
Lydia Lee, President, Weber Shandwick China, shares more on the experience of managing COVID-19 for our offices in China as well as how we advised companies on communicating across the three stages: outbreak, quarantine and recovery.
Chief Diversity Officers Today: Paving the Way for Diversity & Inclusion SuccessWeber Shandwick
This workplace diversity and inclusion survey, conducted among D&I professionals at high revenue companies in the U.S., focuses on the best practices of D&I functions that are well-aligned with the overall business strategy of the company and the roles, responsibilities, and challenges facing today's Chief Diversity Officers (CDOs).
The State of Corporate Reputation in 2020: Everything Matters NowWeber Shandwick
This new survey was conducted among executives from 22 markets worldwide and examines what drives a company’s reputation, why it is important to be highly regarded and the benefits that come with having a strong corporate reputation.
In partnership with Weber Shandwick, KRC Research conducted 23 in-depth, guided, qualitative interviews among C-level and other top executives to understand the challenges and opportunities of doing business in disruptive times.
CEO Activism: Inside Comms & Marketing - InfographicWeber Shandwick
CEOs are increasingly speaking out publicly and taking stands on controversial issues. To understand how executives perceive their own CEOs’ activism and whether organizations are prepared to respond to hot-button issues, Weber Shandwick partnered with KRC Research to survey 500 communications and marketing executives in the US (300), UK (100) and China (100).
Weber Shandwick, in partnership with KRC Research, released CEO Activism: Inside Comms & Marketing, the third report issued in the 2018 annual CEO Activism poll conducted by Weber Shandwick in partnership with KRC Research. The latest research is a survey of communications and marketing executives in the US, UK and China and finds that CEO activism is squarely on the corporate agenda and reaps reputational rewards.
Report from the Buy Side: The Power of Intangible Factors on Investment Decis...Weber Shandwick
Weber Shandwick, in partnership with KRC Research, conducted a survey among buy-side investors in the U.S. to determine what influences buy-side investors’ valuation perceptions and investment decisions.
Weber Shandwick, in partnership with KRC Research, released CEO Activism in 2017: High Noon in the C-Suite. The survey of American adults gauges attitudes toward the trend of chief executive officers (CEOs) speaking out on hot-button societal topics, revealing stark generational differences when it comes to perspectives on CEO activism.
Millennials@Work: Perspectives on Diversity & Inclusion Weber Shandwick
In this new study, co-sponsored by the Institute for Public Relations (IPR) and Weber Shandwick, we wanted to find out what the three generations currently in the workforce – Millennials (ages 18-35), Gen Xers (36-51) and Boomers (52-70) – think about diversity and inclusion at their workplaces. In an online survey by KRC Research, 1,002 adults were interviewed, including 634 employed respondents.
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
Experience unparalleled EXTENDED STAY and comfort at Skye Residences located just minutes from Toronto Airport. Discover sophisticated accommodations tailored for discerning travelers.
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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.
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
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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
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
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.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
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price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
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Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
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➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Civility in America 2018: Civility at Work and in Our Public Squares
1.
2. have conducted Civility in America: A Nationwide Survey
annually since 2010.
In this eighth edition of Civility in America, conducted
online among 1,481 U.S. adults in January 2018, we
continue to track Americans’ perceptions of and
experiences with civility in their lives. We also dig deeper
into a phenomenon we detected last year – the role of the
workplace as a civility safety zone.
4. 2010 2011 2012 2013 2014 Jan-16 Dec-16 2018
Not a Problem Minor Major
Americans continue to report a severe civility deficit in our nation, with a vast majority – 93% – identifying a civility problem in society,
and most classifying it as a “major” problem (69%).
4
(among total Americans)
5. More than eight in 10 Americans (84%) have at one time or another experienced incivility and in a wide variety of places and settings,
most typically while shopping (39%), while driving (39%), or on social media (38%).
5
(among total Americans)
16%
7%
11%
13%
14%
21%
22%
24%
25%
25%
29%
38%
39%
39%
84%
Have not experienced incivility
At a house of worship
Elsewhere
At a political event or rally
In a hospital, doctor's office, or medical facility
In your neighborhood
At a social event
On public transportation
Online, or cyberbullying
In school
At work, either at your current job or a past job
On social media
While shopping
On the road
Experienced incivility in any of these locations (net)
6. Among those who report ever experiencing incivility, encounters are frequent, averaging 10.6 times per 7-day week. Online
interactions slightly edge out in-person interactions (5.4 vs. 5.2). More disturbingly, the frequencies of uncivil encounters have
risen dramatically since 2016.
6
Jan-16 Dec-16 2018
In Person/Offline Online/Social Media
(among Americans who have personally experienced incivility somewhere)
8. More than nine in 10 Americans who work with others (92%) describe their place of employment as very or somewhat civil, a statistic that
rose since our last measurement at the end of 2016 (86%).
8
Dec-16
2018
Don't Know Very/Somewhat Uncivil Somewhat Civil Very Civil
Significantly
higher than
Dec 16
(among employed Americans with coworkers)
9. The number of Americans overall who report ever having experienced incivility at work has declined since 2011.
9
2011 2012 2013 2014 Jan-16 Dec-16 2018
(among total Americans)
10. Employees in Civil Workplaces Employees in Uncivil Workplaces**
In civil workplaces, leadership is more likely to be perceived as civil and employees feel safer reporting uncivil conduct. In uncivil workplaces,
employees are more likely to distrust management to handle complaints about incivility.
10
*significant difference **small base size
(% of employed Americans with coworkers who agree with statements)
The leadership where I work is civil
I feel safe to report incivility or harassment to my
supervisor or someone in authority in my workplace,
such as the Department of Human Resources
I do not trust management at my employer to
handle complaints about incivility
11. Employees believe that leadership has a responsibility to enforce civility in the workplace, even in uncivil workplaces!
11
When Americans overall are asked to respond to
a list of actions that would improve the level of
civility in the country…
“Leadership has a responsibility to enforce civility
in the workplace.”
of employees in civil
workplaces agree
of employees in uncivil
workplaces agree
are in favor of civility
training in the workplace
are in favor of employers
encouraging employees to report
incivility in the workplace
12. 12
of Americans agree that
highly controversial
subjects can be
discussed in a civil way
of Americans with coworkers
avoid discussing sensitive
topics in the workplace for
fear that the conversation
will turn uncivil
13. Many Americans with coworkers (71%) report
that at least one of the following topics is
difficult to discuss civilly at their workplace.
Politics leads.
13
71%
38%
30%
29%
28%
26%
24%
23%
22%
22%
19%
14%
12%
11%
11%
29%
Any of the following (net)
Politics
Race relations
Police shootings of black men/women
Religion
Immigration
Abortion
Gun laws
Transgender bathroom laws
Kneeling or not standing during the national anthem
Workplace sexual harassment
Climate change
Russian interference in the U.S. presidential election
Charlottesville protests
Conflict with North Korea
None of the above
(among employed Americans with coworkers)
14. 14
How well people of these different categories
are equally valued, respected, and supported
by leaders, managers and other
employees in the workplace.
The place you work has representation of
all kinds of people, across sex, race, class,
age and other categories.
15. 83% of American employees describe their workplace as diversity and inclusive. Ratings are very consistent by employee racial group.
15
16. Diversity and inclusion (D&I) goes hand-in-hand with civility in the workplace, as respondents in uncivil workplaces are twice
as likely to describe their employers as weak on diversity and inclusion (37% vs. 15% of civil workplaces).
16
*significant difference **small base size
Employees in Civli Workplaces
Employees in Uncivil Workplaces**
Workplace is diverse and inclusive Workplace is not diverse and inclusive
(among employed Americans with coworkers)
17. D&I experiences with coworkers and leadership vary somewhat by racial group. White employees are the most likely to say their coworkers
are tolerant of people of different backgrounds and are also the most likely to say their leadership is diverse and inclusive.
17
(% of employed Americans with coworkers who agree with statements)
My coworkers are generally
tolerant of people of
different backgrounds
The leadership where I work
is diverse and inclusive
18. 18
Most American employees (81%) have D&I training at work, with 65% finding it useful. Two-thirds (66%) believe that D&I training should be
mandatory in the workplace. African Americans lead other races both in finding it useful (73%) and believing it should be mandatory (80%).
Have D&I training at work Believe D&I training is very/somewhat useful in
workplace
Believe D&I training in workplace should be
mandatory
(among employed Americans with coworkers)
20. (among employed Americans with coworkers)
Civility training will be mandatory 33%
Incivility will be considered a form of harassment 32%
Employees will feel more empowered to report
acts of incivility in the workplace
30%
There will be fewer incidents of sexual
harassment in the workplace than there
are now
26%
Men will be less likely to dine alone with women
from work
25%
Robots replacing human workers will be more
commonplace
25%
Coworkers will refrain from asking about the
personal lives of others
25%
Firings for incivility will be commonplace 23%
People will be less likely to post about their
jobs online
22%
Any physical interaction will be strictly
limited to handshaking
22%
Job candidates will be screened for civility 22%
There will be dress codes for men and women 19%
Workplace social events will not be as much
fun
19%
Politics will be prohibited from workplace
discussion
19%
Employers will hire civility coaches for
employees
19%
Coworkers will be more collaborative 18%
Coworkers will feel comfortable saying what
they feel
17%
Holiday work parties will be held during the day
and families/partners/spouses will be invited
17%
Employers will encourage employees to talk
about their differences
17%
Coworkers will not question others' ideas or
recommendations
13%
There will be more coworker social events 12%
Employees characterize civility in the workplace in a variety of ways, leading with mandatory civility training (33%) and classifying incivility as
a form of harassment (32%).
Men will not want to mentor women or help
advance their careers
21%
In corporate settings, working from home will be
encouraged
21%
Coworkers will do their jobs with as little
interaction as possible
20%
In addition to business results, managers will be
evaluated by their level of civility
20%
There will be greater representation of minority
groups in the workplace
19%
20
21. For the most part, the leading descriptors for the entire segment of Americans with coworkers are the same regardless of race, but the
following are additional above average for each sub-group. It is not until respondent race is a factor that any kind of diversity or inclusion
expectations arise.
21
People will be less likely to post
about their jobs online
Men will not want to mentor women
or help advance their careers
Any physical interaction will be strictly limited to handshaking
In addition to business results, managers will be evaluated by their level of civility
Coworkers will be more collaborative
Employers will encourage employees to talk about their differences
In corporate settings, working from home will be
encouraged
In addition to business results, managers will be
evaluated by their level of civility
Workplace social events will not be as much fun
Coworkers will feel comfortable saying what they feel
Holiday work parties will be held during the day and
families/partners/spouses will be invited
Job candidates will be screened for civility
In corporate settings, working from home will be encouraged
There will be greater representation of minority groups in the workplace
Employers will hire civility coaches for employees
Coworkers will be more collaborative
Coworkers will feel comfortable saying what they feel
Employers will encourage employees to talk about their differences
22.
23. 23
Workplaces are highly civil and there is an expectation that they
will become even more civil. Leaders need to lead workforces by
example, provide a safe environment for reporting incivility, take
corrective action when needed to curb incivility, and provide
civility training.
Commit to a culture of civility. Make civility a measurement of
employee engagement and perhaps a job performance metric.
There is a positive relationship between civility and diversity and
inclusion in the workplace. Having a diverse and inclusive
workforce is a business imperative for organizations today. D&I
training at all levels is a must-do.
Employers first need to recognize that how one segment of the
organizational population perceives diversity and inclusion may not
be the same as how others perceive it.
Depending on the organization, activities may encompass…
• raising awareness and understanding around the business case
for diversity
• mitigating risk, and navigating culture change and transformation
• communicating around complex social issues
• developing campaigns to effectively engage increasingly diverse
audiences and stakeholders
Civility in America 2018: Civility at Work and in Our Public Squares shows that incivility continues to be pervasive in American life. To realize
the hope that most Americans hold for a more civil future, we suggest five calls to action, based on our findings from this year’s study:
24. For more information about Civility in America 2018: Civility at Work and in Our Public Squares or our other