Discover the six Universal Priorities that drive employee engagement. Create an enriching and motivating workplace that stimulates exceptional efforts and heightened loyalty. Addressing the human side of the organization is key to achieving top performance. Organizational that live by these six Universal Priorities create cultures of excellence. The six Universal Priorities that promote employee engagement are Fit, Trust, Caring, Communication, Achievement, and Ownership.
Go to www.SheilaMargolis.com to learn more about employee engagement.
Employee Engagement Steps: Questions to guide your one-on-one employee engage...Sheila Margolis
To increase employee engagement, after conducting an employee engagement survey, meet one-on-one with each employee you manage. This is one of the first steps you can take to improve engagement. This presentation offers questions to guide your conversations with employees. The questions are organized around the six drivers of employee engagement.
Go to www.SheilaMargolis.com to learn more about employee engagement.
Leadership and Employee Engagement in Tomorrow Organization - InspireOneInspireone
When employees are engaged they lead more fulfilling and rewarding lives. An engaged workforce and distinct leadership behavior can create more organizational succes.
I prepared this PPT for adoption in TCG Hamilton, Gurgaon. This work has been appreciated by my mentor and colleagues. It can be implemented in an organization where most of the workforce are youth.
It's more of practical nature than that of theoretical. It can be used in organizations.
All organizations face employee retention issues, whether they are big or small, successful or not successful. Organizations often wonder why some employees still left although they have been treated well and were even earmarked for enhancement. Employees leave for a variety of reasons and there is also a War of Talent out there in the marketplace. Although a 100% employee retention is impossible, a high employee turnover rate or an outflow of top talents will be of grave concern and an Employee Retention Management program need to be developed and appropriate strategies implemented to retain employees, especially top performers, those with high potential and critical to the operations of the organization.
Here are some Employee Retention Strategies which may be of interest to you if your organization is facing employee retention issues or to keep employees happy enough not to be tempted to leave.
Wong Yew Yip
Employee Engagement Steps: Questions to guide your one-on-one employee engage...Sheila Margolis
To increase employee engagement, after conducting an employee engagement survey, meet one-on-one with each employee you manage. This is one of the first steps you can take to improve engagement. This presentation offers questions to guide your conversations with employees. The questions are organized around the six drivers of employee engagement.
Go to www.SheilaMargolis.com to learn more about employee engagement.
Leadership and Employee Engagement in Tomorrow Organization - InspireOneInspireone
When employees are engaged they lead more fulfilling and rewarding lives. An engaged workforce and distinct leadership behavior can create more organizational succes.
I prepared this PPT for adoption in TCG Hamilton, Gurgaon. This work has been appreciated by my mentor and colleagues. It can be implemented in an organization where most of the workforce are youth.
It's more of practical nature than that of theoretical. It can be used in organizations.
All organizations face employee retention issues, whether they are big or small, successful or not successful. Organizations often wonder why some employees still left although they have been treated well and were even earmarked for enhancement. Employees leave for a variety of reasons and there is also a War of Talent out there in the marketplace. Although a 100% employee retention is impossible, a high employee turnover rate or an outflow of top talents will be of grave concern and an Employee Retention Management program need to be developed and appropriate strategies implemented to retain employees, especially top performers, those with high potential and critical to the operations of the organization.
Here are some Employee Retention Strategies which may be of interest to you if your organization is facing employee retention issues or to keep employees happy enough not to be tempted to leave.
Wong Yew Yip
Have you ever wondered why is employee engagement important? What specific research, stats, and facts stand behind the importance of employee engagement?
Well, if yes, then you’ve come to the right place!
In the presentation, we’ve put together the most prominent employee engagement data available today.
A comprehensive list of the most important questions to include in your employee engagement survey.
Question categories include:-
The Organisation, Strategy & Culture
Communication
My Work
Management
Leadership
Opportunities
Reward
Recognition
Training and Development
Quality of Life
Teamwork
Plus demographic and open questions for added insight.
The focus of this presentation is on the importance of developing leadership skills to engage employees and co-workers. It includes tips and tool that can be implemented to improve your leadership.
Executive Briefing on the value of Employee Engagement and the dangers of dis-engaged and un-engaged employees. Contact Lighthouse Leadership Solutions at 800-592-6510 to learn how we can help you engage your employees.
How to Use Technology to Build Connections and Improve EngagementLimeade
In this webinar with Dr. Laura Hamill, Chief Science Officer and Chief People Officer and Lauren Franklin, Sr. Brand Manager, hear how employers are using technology to improve engagement for all by reinforcing a sense of connection and leveraging insights to take meaningful action.
How to Drive Your Employees’ Wellbeing, Happiness and ProductivityTALiNT Partners
Karina Townley, Head of Operations, Guidant Group
- It’s a no-brainer that happy, healthy and engaged employees are less likely to leave, or be off sick
- However, how can you consistently support your employees to be happier?
- Karina will share how Guidant Group has put employee wellbeing and happiness at the heart of its business and is now reaping the benefits
For an Employer, it is all about engaging or involving employees by creating such environment, motivation, work culture and other factors which drives Employee Engagement.
Deloitte and BJKLI found that 83% of millennials are actively engaged when they believe that their organization fosters an inclusive culture. Organizations can no longer afford to ignore investing in inclusion. Employees need to feel included and able to bring their authentic selves to work every day in order to give their all at work. Research from the Limeade Institute found that employees with higher levels of inclusion also have higher well-being and higher engagement.
Watch our webinar where Lauren Franklin, Limeade Brand Manager, and Reetu Sandhu, Ph.D., Limeade Institute Manager, share the latest research and guidance on the importance of investing in inclusion, how to recognize your own role in creating an inclusive organization and the tools for building a more inclusive workplace.
Full recording: http://bit.ly/1mcEgQD
This slideshare shows why our employees are often be distracted and how to get them back on track. By looking at what drives employee engagement, your teams will learn how to "be in the zone" more often.
15 Employee Engagement activities that you can start doing nowHppy
Trying to find new employee engagement activities to boost productivity in your company?
We thought you might, now that these long summer days make it difficult to focus and give 110% at work. But we also thought this is a great time to plan a proper employee engagement strategy that focuses on long-term growth and retention.
Whether you’re simply browsing for some ideas that might boost up morale or if you’re putting down the final details for your HR strategy, here are 15 employee engagement activities that you should try!
Have you ever wondered why is employee engagement important? What specific research, stats, and facts stand behind the importance of employee engagement?
Well, if yes, then you’ve come to the right place!
In the presentation, we’ve put together the most prominent employee engagement data available today.
A comprehensive list of the most important questions to include in your employee engagement survey.
Question categories include:-
The Organisation, Strategy & Culture
Communication
My Work
Management
Leadership
Opportunities
Reward
Recognition
Training and Development
Quality of Life
Teamwork
Plus demographic and open questions for added insight.
The focus of this presentation is on the importance of developing leadership skills to engage employees and co-workers. It includes tips and tool that can be implemented to improve your leadership.
Executive Briefing on the value of Employee Engagement and the dangers of dis-engaged and un-engaged employees. Contact Lighthouse Leadership Solutions at 800-592-6510 to learn how we can help you engage your employees.
How to Use Technology to Build Connections and Improve EngagementLimeade
In this webinar with Dr. Laura Hamill, Chief Science Officer and Chief People Officer and Lauren Franklin, Sr. Brand Manager, hear how employers are using technology to improve engagement for all by reinforcing a sense of connection and leveraging insights to take meaningful action.
How to Drive Your Employees’ Wellbeing, Happiness and ProductivityTALiNT Partners
Karina Townley, Head of Operations, Guidant Group
- It’s a no-brainer that happy, healthy and engaged employees are less likely to leave, or be off sick
- However, how can you consistently support your employees to be happier?
- Karina will share how Guidant Group has put employee wellbeing and happiness at the heart of its business and is now reaping the benefits
For an Employer, it is all about engaging or involving employees by creating such environment, motivation, work culture and other factors which drives Employee Engagement.
Deloitte and BJKLI found that 83% of millennials are actively engaged when they believe that their organization fosters an inclusive culture. Organizations can no longer afford to ignore investing in inclusion. Employees need to feel included and able to bring their authentic selves to work every day in order to give their all at work. Research from the Limeade Institute found that employees with higher levels of inclusion also have higher well-being and higher engagement.
Watch our webinar where Lauren Franklin, Limeade Brand Manager, and Reetu Sandhu, Ph.D., Limeade Institute Manager, share the latest research and guidance on the importance of investing in inclusion, how to recognize your own role in creating an inclusive organization and the tools for building a more inclusive workplace.
Full recording: http://bit.ly/1mcEgQD
This slideshare shows why our employees are often be distracted and how to get them back on track. By looking at what drives employee engagement, your teams will learn how to "be in the zone" more often.
15 Employee Engagement activities that you can start doing nowHppy
Trying to find new employee engagement activities to boost productivity in your company?
We thought you might, now that these long summer days make it difficult to focus and give 110% at work. But we also thought this is a great time to plan a proper employee engagement strategy that focuses on long-term growth and retention.
Whether you’re simply browsing for some ideas that might boost up morale or if you’re putting down the final details for your HR strategy, here are 15 employee engagement activities that you should try!
Employee engagement is not an exact science. So far, the whole concept has been built on HR experience, positive phycology and business models that engage a company’s talent towards a productive culture of success.
At the core of employee engagement, similar to any company’s foundation, are some values. These values determine the why, how and what of that company, presumably.
In today’s economy, you’re building your company brand both through external as well as internal efforts. Playing two battlefields at the same time can prove to be tricky, that’s why some companies decide to focus their resources only on the external branding front. Meanwhile, they neglect their internal environment, failing to provide an engaging, challenging and appealing workplace.
Enters talent management. A grey area where an HR manager meets a Talent Manager/Chief Happiness Officer. Confusing? Yes. And if it’s confusing for the person actually holding that position, imagine what it does to the employees he or she is supposed to be engaging.
So, we came up with 25 ideas that can save a manager in need of some inspiration. Enjoy!
Does employee satisfaction drive customer satisfaction? - Not reallyMaurice FitzGerald
Original research that asks new questions about the relationship between employee and customer satisfaction and gets new answers.340 large companies that sell to US consumers are covered. Result, employee happiness at these companies generally does not matter much at all to the end customers.
In our survey, 91 percent of executives said outside media coverage plays a role in shaping employees’ attitudes toward the company. Earned media coverage will always carry risk, but the reality is that outside voices like the media and other experts are powerful influences. Executives should be using their media to affirm the positive aspects of the company and better inform their employees’ perspectives.
Being Responsible Shows Character
A person who does as promised can be considered as reliable. Reliability is an admirable characteristic. People don't like to deal with those who are unreliable. They'd rather give their business and rewards to the person they can count on
How performance recognition impacts innovation and employee engagementO.C. Tanner
What is a big company without a solid set of employees? How would Google, Microsoft, or Amazon function if they were run by one man behind a computer? The answer might be, they would function quite well for awhile—after all, that is how most of the biggest companies are started. But what about once they pick up? Once Amazon started shipping packages to millions of people across the world, it might not have worked quite as well with one man in his garage.
At the core, a company’s employees are everything. They are the ones that keep things running, that make the company what it is—whether good or bad. So it is only common decency that you should reward them with the due amount of respect and recognition that they deserve. But it is more than common decency that makes performance recognition a crucial facet of any successful business. As you can see from the slides, there is a lot of research that has proven the effect of proper employee recognition programs on things such as employee engagement, drive, work relationships, and employee retention (to name just a few). For more information, take a glance through the slides and see for yourself—happy employees make for a happy business.
[Slideshare] Cracking the Employee Engagement Code - Workforce GroupWorkforce Group
On a scale of 1-10, how would you rate the effectiveness of your employee engagement strategies? How would your employees rate it?
As a leader, do you find it challenging to engage your direct reports effectively? What would you consider "an engagement strategy"? Do your employees lack the motivation to perform their daily tasks? Are you worried about their dedication or commitment levels? If yes, there is a good chance that your Employee Engagement methods are ineffective.
Many organisations are aware of the importance of employee engagement, yet, many leaders struggle to create the right strategies and implement the best engagement practices. In the same vein, extensive research has proven that the rate of engagement of an employee is directly proportional to the quality of work output and the level of commitment to that organisation.
Therefore, what practices can business leaders adopt to drive emotional connection, foster loyalty, and encourage their employees to bring their best selves to work every day?
This slide deck provides proven engagement strategies that business leaders can deploy to drive employee engagement, motivation and performance.
In the deck, we share how you can crack the employee engagement code.
Adopt the best practices shared in this deck to improve employee development and effectiveness, invariably reducing employee burnout and leading to better business outcomes.
Learn how to engineer a shift from robotic compliance-driven practices to genuine commitment-driven initiatives where employees thrive and perform optimally by downloading this deck today.
PLEASE ANSWER THESE QUESTION ASKED BY MY PROFESSOR. THANKS!7-C.docxrandymartin91030
PLEASE ANSWER THESE QUESTION ASKED BY MY PROFESSOR. THANKS!
7-Class,
When interviewing for a new job, how might you go about discovering how the job characteristic dimensions are ranked for that position (i.e., high autonomy and low skill variety, task identity, task significance, autonomy, and feedback),)? In general, do all positions for a given organization generally have the same weighting across the organization? Why or why not?
8-Class,
Looking at the five elements of well-being (Positive emotions, Engagement, Relationships, Meaning, and Achievement--PERMA) how do these elements shape organizational climate? Which of these do you think can have the greatest benefit or do the most harm to the culture or an organization?
PLEASE ANSWER THESE QUESTION ASKED BY MY PROFESSOR. THANKS!
7
-
Class,
When interviewing for a new job, how might you go about discovering how the job
characteristic
dimensions are ranked for that position (i.e., high autonomy and low skill
variety, task identity, task significance, autonomy, and feedback),)? In general, do all
positions for a given organization generally have the same weighting across the
organization
? Why or why not?
8
-
Class,
Looking at the five elements of well
-
being (Positive emotions, Engagement, Relationships,
Meaning, and Achievement
--
PERMA) how do these elements shape organizational climate?
Which of these do you think can have the greatest ben
efit or do the most harm to the culture
or an organization?
PLEASE ANSWER THESE QUESTION ASKED BY MY PROFESSOR. THANKS!
7-Class,
When interviewing for a new job, how might you go about discovering how the job
characteristic dimensions are ranked for that position (i.e., high autonomy and low skill
variety, task identity, task significance, autonomy, and feedback),)? In general, do all
positions for a given organization generally have the same weighting across the
organization? Why or why not?
8-Class,
Looking at the five elements of well-being (Positive emotions, Engagement, Relationships,
Meaning, and Achievement--PERMA) how do these elements shape organizational climate?
Which of these do you think can have the greatest benefit or do the most harm to the culture
or an organization?
PLEASE REWORD THESE PARAGRAPHS IN YOUR OWN WORDS. DO NOT COPY THE SAME WORDS AS THEY ARE IN EACH PARAGRAPH. THANK YOU!
1- In my job, it takes both extrinsic and intrinsic motivation to motivate employees. Extrinsic motivators such as a year-end bonus or a merit pay increase motivate employees to continue to work hard so they can keep enjoying these results. The problem is that when you only recognize employees once or twice a year, the job they felt from an extrinsic motivator will wear off and they also need intrinsic motivation to maintain that motivation. When your boss recognizes the good work you are doing either by mentioning it to others or saying "thank you" can go a long way in motivating employees to continu.
How Senior Leadership Engage/Disengage in NonprofitsTalentMap
Many Nonprofits eagerly measure employee engagement only to discover that the most important determinant of employee engagement is staff’s perception of the senior leadership team. How do you tell colleagues that “we’re the problem”, and more importantly, how do you address and change leadership behaviours?
How To Increase Your Culture of Employee EngagementMonster
Is it 5 o’clock yet? As a manager, that is probably not your favorite thing to hear around the office. Although employees show up on time and get their work done, many are counting down the hours, minutes and seconds until they can go home.
Wouldn’t it be great if employees enjoyed their job more? As a manager, there is only so much you can do to Engage an employee who has no interest in being Engaged. The real solution is for the employee to want to be more Engaged. When the responsibility for increasing Engagement is shared, outcomes are much more favorable for the employee and employer.
In this informative online session, participants will learn:
• The joint model of Engagement
• How an Engaged workforce affects business outcomes
• How to educate employees on Engagement
• Employee benefits of being Engaged
• Tips for employees to increase their own Engagement
• How managers can support employees in joint ownership of Engagement
Employees will go from watching the clock to wondering where the day went.
Leading with RESPECT: The Keys to Increasing Employee EngagementPaul Marciano
This presentation was held at Mercer County Community College in Hamilton, New Jersey on 4-20-11. The workshop was intended for HR professionals, supervisors, managers, and small business owners. Anyone who needs to influence, engage, and increase the productivity of others should attend. Specifically, participants learned:
• Why traditional reward and recognition programs fail
• The difference between engagement and motivation
• How increasing employee engagements adds directly to the bottom line
• How to measure employee engagement
• The RESPECT™ Model
• How to create a culture of RESPECT that will drive employee engagement and productivity
A presentationon the current state of employee engagement in the American workforce and techniques that can be used to improve your organization's performance.
Core Culture: Purpose, Philosophy, and PrioritiesSheila Margolis
Core Culture is your organization’s hidden asset. It should motivate and drive employees to flourish, contribute, and excel. But what is culture and how do you harness its power?
Uncover your Core Culture. Understand the organization’s contribution and character and its path to success. These are the organization's principles and core values—its Core Culture. Discover how to define your Purpose, Philosophy and Priorities. Then, use those principles and core values to guide all aspects of your business.
Focus, unify and align everyone around Core Culture. A shared culture can help you thrive in a climate of continuous change.
Managing culture and driving cultural change is fundamental to running a thriving business.
Go to www.SheilaMargolis.com to learn more about Core Culture.
Employee Engagement Index: Use Employee Engagement Metrics to Monitor ChangeSheila Margolis
Discover how to create an Employee Engagement Index. Use that Employee Engagement Index to monitor engagement from year-to-year.
Do you create employee engagement metrics to track changes in employee views? These slides provide a step-by-step guide for creating an Employee Engagement Index.
First, administer an Employee Engagement Survey. Next, implement changes to improve engagement. Then, conduct an Employee Engagement Survey a year later, and calculate the Employee Engagement Index. This metric will show if your changes had an impact in improving engagement.
Now it the time to measure employee engagement and monitor change. Create a workplace that engages employees and retains top talent. Ensure that employees and the company prosper!
Go to www.SheilaMargolis.com to learn more about Employee Engagement.
Core principles and values: Let Purpose, Philosophy and Priorities guide your...Sheila Margolis
Leaders and managers understand the importance of principles and core values for their organization. Discover how to define your Purpose, Philosophy and Priorities. Use those principles and core values to guide all aspects of your business.
In successful organizations, you have clearly defined and shared core principles and values. Above all, they guide the behavior of employees as they interact with each other. Likewise, they guide employees as they interact with customers and others outside the organization. Employees must know and live by this small set of guiding principles and values.
An organization stands for something. It has a character that is core to its soul. Achieving greatness begins with employees understanding the organization’s contribution and character and its path to success. These are the organization's principles and core values.
Go to www.SheilaMargolis.com to learn more about core principles and values.
Job Seeker Manual: Using CULTURE FIT to find the right workplace for youSheila Margolis
How well you fit the culture of a workplace can make the difference between job search success and failure. Organizations screen candidates for culture fit. Don't you think you should evaluate that fit as well?
Discover how to better understand yourself and the culture of an organization and decide if it is right for you. Find a meaningful workplace where people are making a contribution and practicing the principles and values that matter to you.
Go to www.SheilaMargolis.com to learn more about culture fit.
Using the Five Ps to Drive Organizational Change: Define Organizational Cultu...Sheila Margolis
Is everyone in the organization practicing the principles critical to your organization’s success? In this competitive landscape, organizations cannot afford deficiencies in execution. Discover a way to focus, unify and align everyone in the organization around a few vital core principles. Simplify how you approach organizational change. Use the Five Ps so that your organization makes needed change, delivers on its promises and excels.
GO TO https://sheilamargolis.com to learn more about Core Culture and the Five Ps.
Core Culture--principles and core values that are the essence of organization...Sheila Margolis
Successful leaders know the power of core culture. These leaders unite employees around a small, compelling set of principles and values that generate business success. The central three Ps of an organization--Purpose, Philosophy, and Priorities--are the Core Culture. These core principles and values form the foundation for why the organization is in business and the framework for how employees do their work. Think of Core Culture as your hidden asset because through culture, you can create a community of workers who understand the uniqueness of their work and the valued contributions that they make.
LEARN MORE about Core Culture at https://sheilamargolis.com
FOR ANOTHER PRESENTATION on Core Culture, go to this link: https://www.slideshare.net/SheilaMargolis/core-culture-purpose-philosophy-and-priorities
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
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.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
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.
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.
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.
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/
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
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
9. Pay Is a Threshold Motivator
Engagement efforts will not be successful
if pay is an issue for employees
10. For Pay to Not Be an Engagement Issue…
1. Pay must be ADEQUATE
2. Pay must be FAIR—both internally—
in similar positions within the
company—and externally—
compared to other similar
organizations
11. If pay is not an issue,
think through these
six Universal Priorities
to improve engagement in your
organization…
6
12. Six Priorities to Drive
Employee Engagement
1. FIT
6. OWNERSHIP
5. ACHIEVEMENT
2. TRUST
3. CARING
4. COMMUNICATION
17. To Be a Fit, There Must Be Harmony
Are My Values in Harmony with the
Organization’s Core Values?
Is the Work I Do in Harmony with my
Interests, Skills, and Abilities?
18. Be Sure the Employee’s Values Are
Aligned with the Organization’s Values
20. Work Must Fit One’s Skills, Interests, and
Abilities and Be Challenging
21. Now Complete Part 1
of the
Employee Engagement Audit
to Assess the Drivers of Engagement
22. Employee Engagement Audit
Driver #1: FIT—Do I fit?
Circle Your Response
1. The purpose of my organization is
meaningful to me.
Not 1 2 3 4 5 Very
At All
Much
2. I feel like I make a meaningful contribution
through my activities at work.
Not 1 2 3 4 5 Very
At All
Much
3. The values of my organization are aligned
with my values.
Not 1 2 3 4 5 Very
At All
Much
4. My skills, interests and abilities are a match
with my job.
Not 1 2 3 4 5 Very
At All
Much
Meaningfulness & Harmony
30. Now Complete Part 2
of the
Employee Engagement Audit
to Assess the Drivers of Engagement
31. Employee Engagement Audit
Driver #2: TRUST—Do I trust them?
Circle Your Response
5. My senior leaders are honest.
Not 1 2 3 4 5 Very
At All
Much
6. My immediate supervisor is honest.
Not 1 2 3 4 5 Very
At All
Much
7. My senior leaders are fair.
Not 1 2 3 4 5 Very
At All
Much
8. My immediate supervisor is fair.
Not 1 2 3 4 5 Very
At All
Much
9. My senior leaders are competent.
Not 1 2 3 4 5 Very
At All
Much
10. My immediate supervisor is competent.
Not 1 2 3 4 5 Very
At All
Much
Integrity & Honesty, Fairness & Consistency, Competence
41. Now Complete Part 3
of the
Employee Engagement Audit
to Assess the Drivers of Engagement
42. Employee Engagement Audit
Driver #3: CARING—Do they care about me?
Circle Your Response
11. Senior leaders care about me.
Not 1 2 3 4 5 Very
At All
Much
12. My immediate supervisor cares about me.
Not 1 2 3 4 5 Very
At All
Much
13. I have the materials and equipment I need
to do my job right.
Not 1 2 3 4 5 Very
At All
Much
14. I care about the people I work with.
Not 1 2 3 4 5 Very
At All
Much
15. I have friends at work.
Not 1 2 3 4 5 Very
At All
Much
Relationships, Kindness, Support, Camaraderie &
Belonging,
51. Now Complete Part 4
of the
Employee Engagement Audit
to Assess the Drivers of Engagement
52. Employee Engagement Audit
Driver #4: Communication—Am I informed & do
they listen?
Circle Your Response
16. Information about the organization is
freely shared.
Not 1 2 3 4 5 Very
At All
Much
17. I know what is expected of me at work.
Not 1 2 3 4 5 Very
At All
Much
18. My manager listens to me.
Not 1 2 3 4 5 Very
At All
Much
19. My opinions seem to count.
Not 1 2 3 4 5 Very
At All
Much
Certainty, Transparency, Openness
54. Engaged Employees Learn, Grow, Achieve
Do I fit?
Do I trust
them?
ACHIEVEMENT
Do they care
about me?
Am I
developing
and
achieving?
Am I
informed
& do they
listen?
60. Now Complete Part 5
of the
Employee Engagement Audit
to Assess the Drivers of Engagement
61. Employee Engagement Audit
Driver #5: ACHIEVEMENT—Am I developing and
achieving?
Circle Your Response
20. I receive feedback on my
performance.
Not 1 2 3 4 5 Very
At All
Much
21. I receive valuable training &
development opportunities.
Not 1 2 3 4 5 Very
At All
Much
22. There is someone at work who
encourages my development.
Not 1 2 3 4 5 Very
At All
Much
23. I get recognition or praise for doing
good work.
Not 1 2 3 4 5 Very
At All
Much
24. I see the progress I make toward
achieving goals that matter to me.
Not 1 2 3 4 5 Very
At All
Much
Feedback, Learning & Development, Recognition, Progress
63. Engaged Employees Feel Ownership
Do I fit?
Do I trust
them?
Do I
feel like
Do they care
OWNERSHIPme?
an
about
owner?
Am I
developing
&
achieving?
Am I
informed
& do they
listen?
68. Now Complete Part 6
of the
Employee Engagement Audit
to Assess the Drivers of Engagement
69. Employee Engagement Audit
Driver #6: OWNERSHIP—Do I feel like an owner?
Circle Your Response
25. I have autonomy in my job.
Not 1 2 3 4 5 Very
At All
Much
26. I have flexibility in how I achieve my
goals.
Not 1 2 3 4 5 Very
At All
Much
27. I am included in decision making
that impacts me.
Not 1 2 3 4 5 Very
At All
Much
28. I am given substantial responsibility.
Not 1 2 3 4 5 Very
At All
Much
Autonomy, Flexibility, Participation & Involvement,
Responsibility
72. Do Your Best to Work in an Organization
Where You Will Feel Engaged
I
my company & my job
73. Remember the Six Universal Priorities that
Drive Employee Engagement
1. FIT
Do I fit?
Do I feel
6. OWNERSHIP like an
owner?
Am I
developing &
achieving?
5. ACHIEVEMENT
Do I trust
them?
2. TRUST
Do they
care about 3. CARING
me?
Am I
informed
& do they
listen?
4. COMMUNICATION