Dmitry Leus, Chairman of Bank, discusses the bank's employee motivation system. The bank uses both financial incentives like performance bonuses as well as non-financial incentives like career growth opportunities and skills training to attract and retain talented employees. The motivation system aims to align employee and company goals. Key components of the system include performance-based bonuses for sales, service quality, and process efficiency. The bank also offers bonuses for completed project management work to support its growth.
Покупка квартиры – это не та история, когда нужно бросаться в омут с головой. Особенно если речь идет о приобретении недвижимости в кредит. Что следует учесть заемщику при выборе ипотечной программы?
Покупка квартиры – это не та история, когда нужно бросаться в омут с головой. Особенно если речь идет о приобретении недвижимости в кредит. Что следует учесть заемщику при выборе ипотечной программы?
Российский рынок инвестиций в редкие монеты активно развивается, по данным нумизматического инвестиционного фонда Monetarius.Capital число коллекционеров редких монет инвесторов за последние 10 лет в России выросло в 4 раза! Как говорится – спрос рождает предложение, и следовательно формирует цену. Особо привлекательные с точки зрения инвестора советские монеты росту в цене от 30% до 100% в год, среди таких высоколиквидных редких монет стоит отметить монеты для обращения 1970 года. Тираж таких монет крайне маленький, что делает их желанными в любой коллекции и инвестпортфеле.
QAM modulation is a combination of Amplitude Shift Keying and Phase Shift Keying, both carrier wave is modulated by changing both its amplitude and phase...
this was done for the course of Organizational behavior in university Institute of Business Management IoBM. We did Gap analysis which is GAP between book and actual practices....
Mashreq Bank’s Engagement Journey: Driving Business Success Through Engagemen...The HR Observer
In this session, Mashreq will share some of the lessons learnt in a 7 year journey that culminated with Mashreq winning the elite ‘Gallup Great Workplace Award’ in 2014, one of only 36 companies in the world to do so. The session will focus on helping the audience see the 5 things to recognise in creating sustained culture change and how best to use engagement surveys effectively to build culture. Ashok will also share his recommendations for how to impact culture, one employee at a time.
Ashok Gopal, Head of Talent Management, Mashreq Bank
Financial Incentive a Motivation Tool for Enhancing Employee Performance in a...ijtsrd
The purpose of this study is to determine the relationship between financial incentives as a motivational tool and employees’ performance in a recessed economy a case study of selected Hotels in Awka metropolis in Anambra State. The populations of the study were 51 workers, as for the respondents of the sample, they were 45 employees selected from 3 hotels in UNIZIK junction temporary site in Awka metropolis were sampled 15 from each hotel who received 45 questionnaires, 41 questionnaires were returned, which forms 93 of the sample. Convenience sampling was used as a sampling design and questionnaire in Likert form was used to gather data from the participants descriptive statistics frequency, percentage and mean, etc was used to analysis findings. The Pearson Product Moment Correlation Coefficient was used to test the hypotheses that guided the study. The results show significant association between financial incentives and employee performance which collaborates with the expectancy theory of Vroom 1964 134 . The study reveals financial incentives such as commission on sales given to workers in an organisation has a significant influence on the workers commitment. The researcher recommended that financial incentives should be given according to the level of performance in order to persuade the employees into doing their best as to improve their performance in order to persuade the employees into doing their best as to improve their performance by doing so, incentives will be associated with improving the performance and vice verse, without having any vested interests. Finally, this study has verified further research opportunities that could enrich the understanding of incentives and employee performance in Hotel firms. Osifoh Ozoya Austine | Musah Ishaq "Financial Incentive a Motivation Tool for Enhancing Employee Performance in a Recessed Economy: A Case Study of Selected Hotels in Awka Metropolis" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-5 , August 2022, URL: https://www.ijtsrd.com/papers/ijtsrd50418.pdf Paper URL: https://www.ijtsrd.com/management/accounting-and-finance/50418/financial-incentive-a-motivation-tool-for-enhancing-employee-performance-in-a-recessed-economy-a-case-study-of-selected-hotels-in-awka-metropolis/osifoh-ozoya-austine
Российский рынок инвестиций в редкие монеты активно развивается, по данным нумизматического инвестиционного фонда Monetarius.Capital число коллекционеров редких монет инвесторов за последние 10 лет в России выросло в 4 раза! Как говорится – спрос рождает предложение, и следовательно формирует цену. Особо привлекательные с точки зрения инвестора советские монеты росту в цене от 30% до 100% в год, среди таких высоколиквидных редких монет стоит отметить монеты для обращения 1970 года. Тираж таких монет крайне маленький, что делает их желанными в любой коллекции и инвестпортфеле.
QAM modulation is a combination of Amplitude Shift Keying and Phase Shift Keying, both carrier wave is modulated by changing both its amplitude and phase...
this was done for the course of Organizational behavior in university Institute of Business Management IoBM. We did Gap analysis which is GAP between book and actual practices....
Mashreq Bank’s Engagement Journey: Driving Business Success Through Engagemen...The HR Observer
In this session, Mashreq will share some of the lessons learnt in a 7 year journey that culminated with Mashreq winning the elite ‘Gallup Great Workplace Award’ in 2014, one of only 36 companies in the world to do so. The session will focus on helping the audience see the 5 things to recognise in creating sustained culture change and how best to use engagement surveys effectively to build culture. Ashok will also share his recommendations for how to impact culture, one employee at a time.
Ashok Gopal, Head of Talent Management, Mashreq Bank
Financial Incentive a Motivation Tool for Enhancing Employee Performance in a...ijtsrd
The purpose of this study is to determine the relationship between financial incentives as a motivational tool and employees’ performance in a recessed economy a case study of selected Hotels in Awka metropolis in Anambra State. The populations of the study were 51 workers, as for the respondents of the sample, they were 45 employees selected from 3 hotels in UNIZIK junction temporary site in Awka metropolis were sampled 15 from each hotel who received 45 questionnaires, 41 questionnaires were returned, which forms 93 of the sample. Convenience sampling was used as a sampling design and questionnaire in Likert form was used to gather data from the participants descriptive statistics frequency, percentage and mean, etc was used to analysis findings. The Pearson Product Moment Correlation Coefficient was used to test the hypotheses that guided the study. The results show significant association between financial incentives and employee performance which collaborates with the expectancy theory of Vroom 1964 134 . The study reveals financial incentives such as commission on sales given to workers in an organisation has a significant influence on the workers commitment. The researcher recommended that financial incentives should be given according to the level of performance in order to persuade the employees into doing their best as to improve their performance in order to persuade the employees into doing their best as to improve their performance by doing so, incentives will be associated with improving the performance and vice verse, without having any vested interests. Finally, this study has verified further research opportunities that could enrich the understanding of incentives and employee performance in Hotel firms. Osifoh Ozoya Austine | Musah Ishaq "Financial Incentive a Motivation Tool for Enhancing Employee Performance in a Recessed Economy: A Case Study of Selected Hotels in Awka Metropolis" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-5 , August 2022, URL: https://www.ijtsrd.com/papers/ijtsrd50418.pdf Paper URL: https://www.ijtsrd.com/management/accounting-and-finance/50418/financial-incentive-a-motivation-tool-for-enhancing-employee-performance-in-a-recessed-economy-a-case-study-of-selected-hotels-in-awka-metropolis/osifoh-ozoya-austine
Traditionally - like every year - we have prepared a summary of ten most important (in our opinion) phenomena which will shape the future of the human development sector. This publication has been compiled on the basis on dozens of conversations, participation in about twenty conferences, a thorough analysis of reports that came to light over the past months. Most important information and conclusions come directly “from the field” – from our Customers as well as Trainers and Consultants, who have executed hundreds of House of Skills and e-learning.pl projects, cooperating with organizations in whole Poland.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
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.
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.🤯
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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.
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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/
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/
[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.
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1. Introduction and Key Concepts of Sustainability
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3. Measures and Reporting in Sustainability
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To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
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.
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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.
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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.
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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.
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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.
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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
1. http://www.gosbook.ru/node/71716
1
Dmitry Leus: “How to
Motivate Employees”
Dmitry Leus, Chairman of Bank
Any bankwith long-termambitionsuses a system of employee
motivation. Wespoke with Dmitry Leus, Chairman of Bank, and
asked him to which motivationaltechniqueshehas recourse.
- Dmitry Isaakovich,what do you understand under the concept
of “motivation” andwhat is its application?
- Dmitry Leus: Motivation designates the incentiveto act or, more
precisely, the activation of motives pre-existing in every human
being. Its importancein the world of business, and in particular in the
service industry, isto attract and keep the most valuableassets we
have - human capital.
Since spring2011, our Bank hasbeen carryingout an active regional
expansion strategy. Within two years, wehave created from scratch
40 branches in differentregionsof the Russian Federation.
Accordingly, it was necessary to also create a system of motivation
transforminga meregeographical presenceinto a centre of human
excellency. Thus, psychological factors proveto be as importantas
economic onesin achieving a high return on investment. In general,
good motivation systems are a win-win game: they mustreflect the
interests of all stakeholders of an enterprise - employees,
management, and its shareholders.
2. http://www.gosbook.ru/node/71716
2
- Financial incentive is doubtlessly avery effective means of
motivation.Does Bank also offer career growth?
- Dmitry Leus: Yes, wealso offer the opportunity of career and
professionaldevelopment, whichis a very importantconsideration
for increasing an employee’sself-esteem and his reputation within
the bank.
Our corporate Intranet providesan appropriateplatform for
professionaldevelopmentand thecreation of a sense of unity and
purpose. For example, a “wall of honour” showcases the
achievements of our best talents. In addition, we display sales figures
for each branch on-line. This allows regional branches to compare
their resultswith other regional branches and creates a spirit of
healthy competition, thereby stimulatingoutliers to turn into
performersand performersinto leaders. The Intranet also helps
managementcommunicatewith staff and spread strategic
newsletters; alternatively, it may serveas a forum on which expert
communitiesexchange ideasand innovations.
As partof our motivational programme, wealso hold internal
competitions for managementvacancies within Group. Regardlessof
his geographical location, every employeefrom the Altai Republic to
Kaliningrad is eligible and has the opportunity to become the head of
a newly opened regionalbranch. This way we seek to foster a long-
term relationship between the Bank and its employeesand to
strengthen loyalty amongour people.
- Dmitry Isaakovich,employee training is the cornerstone in any
system ofprofessional development.For example,on-the-job
training allows acompany to bring new employees up to speed
quickly and expert seminars may enhance the skills of senior
staff. Today, many banks have their own in-house learning
platform.Does Bank have anything similar to offer?
- Dmitry Leus: Of course. We recently launched a project called the
“LearningTool” - a most usefulplatform whereby the employeesof
3. http://www.gosbook.ru/node/71716
3
our newly opened regionalbranches can actively develop their skills.
Also, in addition to in-houseseminars, we regularly organizeexternal
work groupsand corporateretreats duringwhich new business
processes, productlines, or the Bank’soverall strategy are on the
agenda.
- In other words,motivational techniques are a key instrument
in the successful development of the Bank?
- Dmitry Leus: Yes, absolutely. Like any bank in fullexpansion, our
heartbeat is alwaysin tunewith the challenges of modern lifeand
their financialrepercussionson the capital markets. Our system of
motivation has been instrumentalin scaling up our regional presence
and has shown that numbersalonedo notadd up unlessmotivated
by human effort.
- What are the components of your motivational system?
- Dmitry Leus: All the employeesof our regional frontoffices have a
basic salary, in addition to a performancebonusatthe end of each
month. The programme further aims at keeping the growth rate of
the basic salary under controlover time, in favour of the
performancebonus.
Such a system of extrinsic (that is, monetary)rewardsis based on the
principlethat financial bonusesindeed encouragean employeeto
achieve the best results. Although the theory of extrinsic rewards
cannot be generalized to all situations, there is a general consensus
that in the world of banking, which derivesits meaningfrom the
universeof numbers, psychological motivation may be created
through, and measured in, monetary terms.
However, rewardsmustnotbe attributed based on management’s
own discretion and opinion, butaccordingto measurableand
verifiable indicators, lest subjective preferencegive rise to inequality
4. http://www.gosbook.ru/node/71716
4
and damage the team’s sense of unity and common interest. In the
context of its remuneration policy, the Bank therefore monitorsstaff
performancein three specific businessfields.
The first oneis businessand sales performance. Weset quantitative
targets for our front officestaff measuringthe acquisition of net new
money and the successfulsale of lendingproductsto prime
borrowers. In the second field, weset up indicatorsfor quality of
service. In fact, customer service mustkeep track with the Bank’s
geographical expansion and the growth of its customer base. Put
differently, quantity and quality mustgrow in tandem. In the third
field, we measurethe effectivenessand quality of overallprocesses,
which is the key prerogative of our Moscow head office.
Alongsideperformancerewards, theBank has recently also come to
rely on bonusesfor successfully completed project management. As
we are currently actively growingin size, some of our products,
processes, and structuresneed to be adjusted to reflect this. Hence,
our need for projectmanagementhas grown in proportion.