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.
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.
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.
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).
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.
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.
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.
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.
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).
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.
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.
Employees Rising: Seizing the Opportunity in Employee ActivismWeber Shandwick
At an event in New York City to launch Employees Rising: Seizing the Opportunity in Employee Activism, Weber Shandwick Chief Reputation Strategist Dr. Leslie Gaines-Ross presented results from the research. An expert panel, moderated by The Wall Street Journal’s Management and Careers Editor Nikki Waller, then continued the discussion, with experts from LinkedIn, Zappos, Dell, Dynamic Signal and Kate Bullinger, co-lead of Employee Engagement and Change Management at Weber Shandwick, sharing insights and stories about employee activism and engagement. View Dr. Gaines-Ross’ presentation for her key findings from the research.
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.
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/
With business poised to continue investing in efficiency and environmental responsibility, is there a chance that this move sets the stage for more win-win solutions, bridging the perceived gaps on energy and the environment?
Read more here: http://edl.mn/2sJy6eh
Edelman conducted a survey between May-June 2017 to assess perceptions of veterans’ well-being in America.
The survey examined audiences’ perceptions of veterans’ job skills, education and employment to understand how veterans may be viewed as potential employment candidates. In addition, the survey explored perceptions of veterans’ mental and physical health, as well as their role in society.
2017 Edelman Trust Barometer Special Report: Institutional InvestorsEdelman
The 2017 Edelman Trust Barometer Special Report: Institutional Investors, a survey of institutional investors who invest in global equities highlights emerging business risks and opportunities for companies, their boards, and management to build and maintain trust with the financial community.
The inaugural report reveals that roughly half of institutional investors think that most companies do not acknowledge the risks to their business from the current political climate, reflecting broader concerns raised in the Trust Barometer Global Report 2017.
Weber Shandwick, in partnership with Spencer Stuart, released The Rising CCO VI. The survey, now in its sixth year, explores how chief communications officers (CCOs) from North America, Europe, Asia Pacific and Latin America expect their responsibilities to evolve over time in a rapidly changing world.
Employee Engagement Insights from the 2013 Edelman Trust BarometerEdelman
A highlight of the key employee engagement findings from the 2013 Edelman Trust Barometer and actions companies can take.
Learn more about Trust in Employee Engagement: http://edl.mn/Zat6zi
For the first time in the 16 years of our TRUST BAROMETER research, we examined the state of trust between employers and employees and today are issuing the 2016 Edelman Trust Barometer Special Report on Employee Advocacy.
How Millennials are Affecting the WorkplaceElodie A.
Attracting and retaining millennials is tough. Here are 20 statistics about millennials in the workplace that everyone needs to know.
Slideshare by Officevibe, the Simplest Tool for a Greater Workplace
The CEO Reputation Premium: Gaining Advantage in the Engagement EraWeber Shandwick
At an event in New York City to launch The CEO Reputation Premium: Gaining Advantage in the Engagement Era, Weber Shandwick Chief Reputation Strategist Dr. Leslie Gaines-Ross presented results from the research. A panel, moderated by Fortune's Jennifer Reingold, then continued the discussion, with experts from Campbell Soup Company and PIMCO, Micho Spring, Chair, Global Corporate Practice and President, New England at Weber Shandwick and Carol Ballock, Executive Vice President, Executive Equity & Engagement Lead at Weber Shandwick, sharing insights and stories about CEO reputation. View Dr. Gaines-Ross’ presentation for her key findings from the research.
The business case for Diversity, Equity, and Inclusion (DEI) is growing stronger than ever. During this virtual discussion, we took a closer look at “diversity winners”, which signals that a systematic business-led approach and bold, concerted action on inclusion are needed to make progress.
Edelman Berland Research Findings: Veterans as Strategic Assets InitiativeEdelman
The objectives of the Veterans as Strategic Assets (VSA) Initiative is to gain an understanding practices around teaching and hiring veterans, in order to position veterans as a strategic asset for the Illinois Joining Forces (IJF) and the Student Veterans of America (SVA). Edelman Berland conducted a global, 10-minute online survey from January 9 to May 7, 2014. The findings are based on 1,628 responses including 1,469 veterans, n=89 employees, and n=70 community partners including those in higher education/community college/workplace training non-profits.
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
Social Media Today produced this online survey of 347 industry members, as well as interviewing four key individuals who self-identify as social change agents. It was inspired by Susan Scrupski’s pioneering work starting in 2009 with The 2.0 Adoption Council, which led to the founding of Change Agents Worldwide, a network of forward-thinking social champions around the world.
The survey focused on the impact a social skill set has on individual career performance and options. These skills include collaborative and network technologies, storytelling, crowd-sourcing across geographies and companies, as well as personal values placed on transparency and authenticity.
A lively and eye-opening conversation moderated by MDR Education’s Bernadette Grey with Millennial Ad Network co-founders Jake Skoloda, Brendan Maher and John Maher and JÜV Consulting’s Emma Himes and Itai Fruchter, all Gen Zers themselves!
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.
Employees Rising: Seizing the Opportunity in Employee ActivismWeber Shandwick
At an event in New York City to launch Employees Rising: Seizing the Opportunity in Employee Activism, Weber Shandwick Chief Reputation Strategist Dr. Leslie Gaines-Ross presented results from the research. An expert panel, moderated by The Wall Street Journal’s Management and Careers Editor Nikki Waller, then continued the discussion, with experts from LinkedIn, Zappos, Dell, Dynamic Signal and Kate Bullinger, co-lead of Employee Engagement and Change Management at Weber Shandwick, sharing insights and stories about employee activism and engagement. View Dr. Gaines-Ross’ presentation for her key findings from the research.
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.
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/
With business poised to continue investing in efficiency and environmental responsibility, is there a chance that this move sets the stage for more win-win solutions, bridging the perceived gaps on energy and the environment?
Read more here: http://edl.mn/2sJy6eh
Edelman conducted a survey between May-June 2017 to assess perceptions of veterans’ well-being in America.
The survey examined audiences’ perceptions of veterans’ job skills, education and employment to understand how veterans may be viewed as potential employment candidates. In addition, the survey explored perceptions of veterans’ mental and physical health, as well as their role in society.
2017 Edelman Trust Barometer Special Report: Institutional InvestorsEdelman
The 2017 Edelman Trust Barometer Special Report: Institutional Investors, a survey of institutional investors who invest in global equities highlights emerging business risks and opportunities for companies, their boards, and management to build and maintain trust with the financial community.
The inaugural report reveals that roughly half of institutional investors think that most companies do not acknowledge the risks to their business from the current political climate, reflecting broader concerns raised in the Trust Barometer Global Report 2017.
Weber Shandwick, in partnership with Spencer Stuart, released The Rising CCO VI. The survey, now in its sixth year, explores how chief communications officers (CCOs) from North America, Europe, Asia Pacific and Latin America expect their responsibilities to evolve over time in a rapidly changing world.
Employee Engagement Insights from the 2013 Edelman Trust BarometerEdelman
A highlight of the key employee engagement findings from the 2013 Edelman Trust Barometer and actions companies can take.
Learn more about Trust in Employee Engagement: http://edl.mn/Zat6zi
For the first time in the 16 years of our TRUST BAROMETER research, we examined the state of trust between employers and employees and today are issuing the 2016 Edelman Trust Barometer Special Report on Employee Advocacy.
How Millennials are Affecting the WorkplaceElodie A.
Attracting and retaining millennials is tough. Here are 20 statistics about millennials in the workplace that everyone needs to know.
Slideshare by Officevibe, the Simplest Tool for a Greater Workplace
The CEO Reputation Premium: Gaining Advantage in the Engagement EraWeber Shandwick
At an event in New York City to launch The CEO Reputation Premium: Gaining Advantage in the Engagement Era, Weber Shandwick Chief Reputation Strategist Dr. Leslie Gaines-Ross presented results from the research. A panel, moderated by Fortune's Jennifer Reingold, then continued the discussion, with experts from Campbell Soup Company and PIMCO, Micho Spring, Chair, Global Corporate Practice and President, New England at Weber Shandwick and Carol Ballock, Executive Vice President, Executive Equity & Engagement Lead at Weber Shandwick, sharing insights and stories about CEO reputation. View Dr. Gaines-Ross’ presentation for her key findings from the research.
The business case for Diversity, Equity, and Inclusion (DEI) is growing stronger than ever. During this virtual discussion, we took a closer look at “diversity winners”, which signals that a systematic business-led approach and bold, concerted action on inclusion are needed to make progress.
Edelman Berland Research Findings: Veterans as Strategic Assets InitiativeEdelman
The objectives of the Veterans as Strategic Assets (VSA) Initiative is to gain an understanding practices around teaching and hiring veterans, in order to position veterans as a strategic asset for the Illinois Joining Forces (IJF) and the Student Veterans of America (SVA). Edelman Berland conducted a global, 10-minute online survey from January 9 to May 7, 2014. The findings are based on 1,628 responses including 1,469 veterans, n=89 employees, and n=70 community partners including those in higher education/community college/workplace training non-profits.
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
Social Media Today produced this online survey of 347 industry members, as well as interviewing four key individuals who self-identify as social change agents. It was inspired by Susan Scrupski’s pioneering work starting in 2009 with The 2.0 Adoption Council, which led to the founding of Change Agents Worldwide, a network of forward-thinking social champions around the world.
The survey focused on the impact a social skill set has on individual career performance and options. These skills include collaborative and network technologies, storytelling, crowd-sourcing across geographies and companies, as well as personal values placed on transparency and authenticity.
A lively and eye-opening conversation moderated by MDR Education’s Bernadette Grey with Millennial Ad Network co-founders Jake Skoloda, Brendan Maher and John Maher and JÜV Consulting’s Emma Himes and Itai Fruchter, all Gen Zers themselves!
Social activists. Environmental activists. Consumer activists. Activist shareholders. Today, there is no shortage of activists affecting business operations in some way. These stand-up-for-what-is-right campaigners may either be an employer’s best advocates or its worst opponents. In either case, they are change agents.
Webinar: Finally, Brand Activism Is Driving More Meaningful Engagement!Falcon.io
Is brand activism good for business? The short answer is: it depends. Companies with a purpose are said to have a greater voice and more connectivity with buyers. But even though consumers expect brands to take up societal causes, your political stance or support for that very cause can attract but also alienate customers. Unlike previous decades, social media has maximized everything and anything that your brand puts out. So the question is – how can brands market well, to the generation equipped with the most sophisticated Bullshit Detector in the history of mankind?
In this webinar we discussed:
- The intersection of marketing and brand activism
- Should your company participate or maintain an apolitical brand?
- A framework for engaging in corporate social activism
Watch on-demand: https://www.falcon.io/webinars/brand-activism/
What does it take to be a change agent? This study focused on the skill sets required to effect change in large organizations. It also measured individual career performance and options for career growth in this role.
A clear disconnect is occurring at organizations across the U.S. when it comes to employee satisfaction, according to a new study released by Fierce, Inc., leadership development and training experts. The survey found that four out of five employees believe a toxic employee is extremely debilitating to team morale, while the same number agreed that their organizations are somewhat or extremely tolerant of these individuals
Results and analysis from a survey I took of changemakers from May-July 2013. I wanted to better understand the biggest obstacles and sources of support for people trying to change their organizations, their communities, or the world for the better.
Ned’s Job of the Week (JOTW) newsletter and Sword and the Script Media conducted the fourth annual JOTW Strategic Communications Survey to understand trends in the field of communications. About 300 professionals took the survey: 97% of respondents are based in the U.S.; 88% report having 11 or more years of experience; 62% of respondents are in-house communicators; and respondents come from more than a dozen different industries. Detailed demographics are included at the end.
RESPOND EACH STUDENT 200 WORDSRonnie Sims Week 4 Rodgers vs..docxpeggyd2
RESPOND EACH STUDENT 200 WORDS
Ronnie Sims
Week 4 Rodgers vs. Mackey
Top of Form
Maximizing long term shareholder value is one of the objectives many businesses have in determining their growth and success. Shareholders are regarded as the owners of the companies and so, their worth should always be given the top priority before any other business is considered. However, when corporations act ethically by contributing towards their immediate societies through corporate social responsibility initiatives, they are seen to disregard the shareholder wealth maximization objective. Organizations should strike a balance between community based charity initiatives and taking care of their real owners. Firms that fail to maximize the wealth of their owners have always been at loggerheads and may end up losing their worth in the market. Adding more value to the society than it is to the company may mean lack of understanding of the company and its objectives which is also another recipe for long term failure.
This concept is far more important to businesses, society and individuals in that its understanding facilitates proper coordination between the three extremes. The best position to approach this issue is from Mackey whose ideas stress on the need to balance between organizational objectives and societal needs. According to Hartman, DesJardins, & MacDonald, (2018). When the long-term shareholder value is fully maximized, attention should then focus on the societal needs based on their urgency. Individuals will have a better understanding of the firm, its objectives and the focal areas before its attention is shifted to those outside its realms. Additionally, the society will know where the focus of the organization is and develop a framework that will cater for their needs, instead of depending on the corporation for all their needs.
Bottom of Form
Miguel Bernal
Week 4 Discussion
Top of Form
There are many corporations throughout the world that are successful and some that go under. The ones that survived are the ones that create items that society needs, but also sell their product at a price that people can afford. The job of business managers is to make sure that the company’s investing in technology, buying or maintaining equipment, process running correctly, people are working efficiently, and facilities are in working order. On top of that, workers need to be provided with fair wages and good benefits. If workers feel that they are not getting treated right, they might refuse to work for the company or go on strike. These means that products for that company will not be created and the stock prices start falling. All of these items required money, money helps create the products and money in needed to pay workers. Some of the money is from shareholders, which could also be used for investments. The more shareholders buy stocks, the more money than can flow into the company for expansion of facilities, equipment, human capital, an.
Ned’s Job of the Week (JOTW) newsletter and Sword and the Script Media conducted the third annual JOTW Communications Survey for 2020 to understand trends in the field of communications. The survey examines trends in communications, public relations (PR), public affairs, marketing communications and related fields. It covers important topics including: the effects of partisan politics on communications; top challenges facing communicators, the state of media relations, media bias, PR ethics, PR firms, top tactics in PR and communications, PR measurement, PR technology, employment and organizational structure of the in-house communications department. A total of 300 professionals took the survey: 95% of respondents are based in the U.S.; 92% report having 11 or more years of experience; 52% of respondents are in-house communicators (corporate communications); and respondents come from more than a dozen different industries. Detailed demographics are included at the end.
DIA 2010 Presentation - Time To Make It WorkMichael Myers
Portion of panel presentation. Focus here is to get regulatory and other groups that are delaying and/or preventing the use of social media in pharma to start to change their "tune."
Similar to Employee Activism in the Age of Purpose (20)
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.
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: Civility at Work and in Our Public SquaresWeber Shandwick
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
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.
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.
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
What is firebell? Read to find out more about how our proprietary, award-winning crisis simulation software and training session can help your organization.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
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/
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
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.
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.
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
"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.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
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2. 2
Introduction
In an increasingly complex and turbulent world, American employees are raising
their hands and voices – at work – about what’s right and wrong. Expanding
upon our extensive and ground-breaking work on CEO activism, and alerted by
well-publicized events of employees speaking out on employer policies, Weber
Shandwick decided to conduct research among employees to assess their
awareness and perceptions of these employees who stand up.
The result is our study, Employee Activism in the Age of Purpose:
Employees (UP)Rising, a survey commissioned by global communications and
marketing solutions firm Weber Shandwick in partnership with KRC Research
and United Minds.
Weber Shandwick identified the CEO and corporate activism movement
early on. For that reason, we have been monitoring several well-publicized
instances of employee activism and wanted to help companies better
understand the risks and rewards of this new dynamic. Our new research
found that the majority of employees, particularly Millennials, believe that they
are right to speak up for or against their employers when it comes to hot-
button issues that impact society. As employee activism continues to gather
steam, leaders need to be prepared to listen and respond.
Andy Polansky, CEO
Weber Shandwick
3. What we did
Weber Shandwick partnered with KRC Research to conduct an online survey in March 2019 among 1,000 employed American adults.
Employees work full-time and in organizations with at least 500 employees in a variety of industries and at different job levels.
The survey described employee activism to respondents as follows:
3
Respondents were then asked about their awareness of these types of events, their
attitudes toward employee activism and their own experiences with employee activism.
Some companies and other organizations have recently experienced something called
‘employee activism.’ Employee Activists are people who speak out for or against their
employers on controversial issues that affect society. Here are some recent examples of
Employee Activists:
1) A large company’s employees walked off their jobs in offices around the world to protest the
company paying a large severance package to an executive fired for alleged sexual misconduct.
2) A large group of employees at a company posted an open letter to protest the company’s work with
a government agency over the current border crisis.
3) An employee of a major media company tweeted concerns with his management's decision to
spend a large sum of money on a TV ad supporting journalists’ freedom of speech, rather than on
employee benefits.
4) Employees of a large retail chain posted comments on their own social media pages that they were
proud that their employer removed a certain category of unhealthy products from their shelves.
5. Employees believe they have the power to make change in society.
Millennial employees are on the march.
Impact of Employees
(% somewhat/completely agree)
5
71% of employees feel they can make a difference in society, with 62% believing they can make a greater impact than business leaders can. Millennials are
significantly more likely than older generations to feel empowered.
71%
77%
68% 65%62%
70%
60%
54%
Total U.S. Employees Millennials Gen Xers Boomers
Employees can make a difference by speaking out on controversial issues that affect society
Employees can make an even greater impact on our world than the leaders who run organizations Significantly higher than other generations
6. 13% 9% 16% 16%
37%
34%
34%
46%
50% 57% 50%
38%
Total U.S. Employees Millennials Gen Xers Boomers
The employee activist movement is acknowledged by employees.
Have ever seen, read or heard anything about employee activism
6
Exactly half of American employees (50%) are aware of employee activism. Millennials are significantly more likely than older generations to be aware of
employee activism, with awareness declining with age.
Significantly higher than other generationsYes No Not sure
7. Employees see justification for employee activism.
Generally speaking, believe that employees are right to speak up…
7
Most U.S. employees believe employees are right to speak up about their employers, whether they are in support of them (84%) or against (75%). The belief
that employees have a right to speak up in support of their employers is consistent across generations. Millennials are the only generation that think employees
are just as right to speak out against their employers as they are to support (82% vs. 85%, respectively).
Yes No Not sure
10% 10% 9% 10% 14% 8% 12%
23%6% 5% 7% 6%
11%
10%
12%
12%
84% 85% 84% 84%
75% 82% 76%
65%
Total U.S.
Employees
Millennials Gen Xers Boomers Total U.S.
Employees
Millennials Gen Xers Boomers
In support of their employer Against their employer
Significantly higher than other generations
8. Four in 10 employees are Employee Activists.
Have spoken up to support or criticize employer’s actions over a controversial issue that affects society
8
38% of American employees have spoken up to support or criticize their employer’s actions over a controversial issue that affects society. Millennials are
significantly more likely to be Employee Activists than older generations (48% vs. 33% of Gen Xers and 27% of Boomers).
3% 3% 3% 3%
59%
49%
64%
70%
38%
48%
33%
27%
Total U.S. Employees Millennials Gen Xers Boomers
Yes, have spoken up No Prefer not to answer
Employee
Activists
Significantly higher than other generations
9. Employee Activists speak out on workplace issues and
societal issues.
Issues Employee Activists are speaking up about (open-ended responses)
9
Employee Activists were asked to explain, in their own words, what they were supporting or criticizing their employer about and how they made their opinions
known. In some cases, they were activists for social issues, but mostly – when they could articulate their activity – they became personal quickly and were
activists for on-the-job issues.
Social No Response ProvidedWork/Company Both Social and Work/Company
31% 31% 30% 25%
2% 2% 2%
3%
48% 53%
43%
43%
19% 13%
25% 30%
Total Employee Activists Millennials Gen Xers Boomers
10. There is greater potential for employee activism.
Employee Activists & Potential Activists
10
While 38% of employees are Employee Activists, an additional 11% are Potential Employee Activists, as they’ve considered speaking out. Millennials are most
likely to be Employee Activists or potential Employee Activists (61%), followed by Gen Xers (44%) and Boomers (37%).
Have spoken out Haven’t spoken out, but have considered
38%
48%
33%
27%
11%
13%
11%
10%
Total U.S. Employees Millennials Gen X Boomers
49%
61%
44%
37%
11. Employee Activists take action in a variety of ways, internal
and external.
Have taken any of the following actions toward an employer regarding their actions or stance on a
controversial issue that affects society in last 12-18 months
11
76% of Employee Activists have taken action towards their employer in the past 12-18 months on the company’s action or stance on a societal issue. The most
common single action is initiating conversation with other employees (36%), opening the possibility for activism to grow internally and gain momentum externally.
Employee Activists Millennials Gen Xers Boomers
Have taken any of the following actions in the last 12-18 months 76% 78% 80% 62%
Initiated a conversation with another employee or other employees 36% 36% 40% 33%
Shared an opinion or comment about your company that was initially posted by
someone else on social media
26% 32% 23% 11%
Expressed an opinion at a company-wide meeting or forum (including online forums) 22% 21% 28% 12%
Contacted your employer’s human resources department 21% 26% 20% 16%
Posted an opinion or comment on social media 17% 18% 23% 8%
Contacted one or more of your employer’s top leaders 16% 15% 25% 10%
Posted an opinion or review on a career site 15% 16% 13% 9%
Signed a petition 12% 13% 10% 12%
Posted a video on social media 11% 12% 9% 5%
Encouraged others not to work for your employer 10% 12% 9% 4%
Said something to the news media (e.g., by talking to a reporter, posting a public
comment, or writing a letter)
6% 9% 3% 1%
Participated in a demonstration, protest or march 5% 6% 6% 3%
Quit your job and let your employer know you were leaving because you disagreed with
its stance on an issue
3% 6% 2% -
Green bold signifies higher than other generations
12. Employee Activists seek mostly internal attention for their cause.
Whose attention hoped to gain when took employee activist action in past 12-18 months
(among those who took any action in past 12-18 months)
Among recent Employee Activists, the most common targets of their attention were other employees (46%) and top leaders at the organization (43%). Approximately
one-third of those who took recent action were also hoping to get the attention of the general public (35%).
Employee Activists Millennials Gen Xers Boomers
Other employees at organization 46% 49% 40% 50%
Top leaders at organization 43% 38% 49% 47%
The general public 35% 38% 30% 37%
Financial investors or backers of organization 12% 16% 11% 5%
The news media 11% 10% 15% 5%
Other 2% 1% 3% 6%
None of the above 8% 6% 15% 5%
12
13. Employee Activists aim to influence organizational policy.
What hoped to influence when took employee activist action in past 12-18 months
(among those who took any action in past 12-18 months)
Employee Activists who took action recently were primarily seeking to influence their employer’s policies and actions (54%). Many were also hoping to influence
public opinion generally and/or their employer’s reputation (46%).
Employee Activists Millennials Gen Xers Boomers
Employer’s policies and actions 54% 48% 63% 59%
Public opinion generally and employer’s reputation (net) 46% 48% 39% 46%
Policies and actions of other companies and employers in industry 19% 25% 14% 11%
Circumstances in local community 17% 20% 17% 15%
Policies and actions of other companies and employers outside industry 13% 20% 9% 3%
Focus on the news media 9% 8% 14% 2%
Government policies and actions 8% 6% 13% 6%
Other 1% - 4% -
None of the above 4% 4% 5% 4%
13
14. Employee Activism often gets supportive response from the top.
When action was taken toward employer…
44% of Employee Activists who recently took action received a response from their employer. Of those Employee Activists who received a response, the
communication most often came from their direct supervisor or manager (64%), and one-third (32%) received a response from the head of their organization or
CEO. The majority of those activists who received a response report that it was supportive (72%).
Employee Activists Millennials Gen Xers Boomers
Received any sort of response from employer (among those who took action) 44% 47% 42% 22%
Received response from… (among those who received response)
Direct supervisor/manager 64% 72%
(base size too
small to report)
(base size too
small to report)
Head of organization, or CEO 32% 32%
Human resources department 21% 23%
Other 2% -
Response received was supportive of actions or not
(among those who received response)
Yes, response was supportive 72% 77%
(base size too
small to report)
(base size too
small to report)
No, response was not supportive 17% 11%
Neither supportive nor not supportive 11% 12%
14
15. 79% 78% 79% 78%
35%
43%
30% 27%
Total U.S. Employees Millennials Gen Xers Boomers
Employees who speak up on a controversial topic against their employers are risking their jobs
Your employer encourages employees to speak out on controversial issues that affect society
Employee Activism is not without risk.
U.S. Employees (% somewhat/completely agree)
15
79% agree that those who speak up on a controversial topic against their employers are risking their jobs. This view is consistent across generation. Perhaps
the reason for this perception is that employers do not encourage employee activism, with just 35% saying their employer does. Millennials are most likely to
either work for employers who encourage it, or know that their employers encourage it.
Significantly higher than other generations
16. Guidelines for navigating the new wave of
employee activism
1.Embrace employee activism as a positive force to propel your reputation and your business.
2.Ensure your corporate purpose and culture are known from the point of applicant interview and onboarding through employee tenure.
3.Be mindful of what is on employees’ minds.
4.Cultivate a culture of openness and transparency.
5.Establish a response protocol.
6.Clearly articulate and communicate your company’s values.
7.Make your company’s values part of the solution.
16
17. The propensity of Millennial employees to
speak out about their employers’ actions on
societal or workplace issues requires
leaders to engage with employees
differently. Because of the ubiquity of social
media and the 24/7 news cycle, the wide
variety of topics that can activate employees
to speak out must be considered on a nearly
daily basis today.
Kate Bullinger, President of United Minds
As societal issues mount and political rhetoric
stirs up emotions in the workplace,
employees may feel compelled to speak out
more often in the hopes of making a
difference or impacting their employer’s point
of view or policies. Our research found that
employees are already turning to other
employees or to social media when corporate
values are not being followed. Corporate
reputation can find itself on shaky ground if
no one is taking the employee pulse or
feedback seriously.
Leslie Gaines-Ross, Chief Reputation
Strategist at Weber Shandwick
17
18. Thank you
Andy Polansky
Chief Executive Officer
Weber Shandwick
apolansky@webershandwick.com
Jack Leslie
Chairman
Weber Shandwick
jleslie@webershandwick.com
Gail Heimann
President
Weber Shandwick
gheimann@webershandwick.com
Chris Perry
Chief Digital Officer
Weber Shandwick
cperry@webershandwick.com
For more information about Employee Activism in the Age Of Purpose: Employees (UP)Rising, please contact:
18
Micho Spring
Chair, Global Corporate Practice
Weber Shandwick
mspring@webershandwick.com
Kate Bullinger
President
United Minds (Weber Shandwick’s employee
engagement and change management consultancy)
kbullinger@webershandwick.com
Leslie Gaines-Ross
Chief Reputation Strategist
Weber Shandwick
lgaines-ross@webershandwick.com
Mark Richards
SVP/Management Supervisor
KRC Research
mrichards@krcresearch.com