Being a part of GENEWIZ means contributing to making a difference in the pursuit of scientific discoveries, better medicines, a greener environment, and abundant healthy food supplies.
At GENEWIZ, we are passionate about genomics and we strive to do our part to make the world a better place. The services we offer support research scientists within academia, pharmaceutical companies, research institutions, and government organizations who are making advancements within the life sciences.
The Great eBook of Employee Questions Part 2: Return of the Question MasterShane Metcalf
The original Great eBook of Employee Questions was so popular that we created this outstanding sequel. In The Return of the Question Master, you’ll find over 60 new questions along with detailed information about why they are valuable and when they should be asked. Topics include: culture building, employee development, productivity, and collaboration.
The seed of question mastery is within us all, but it must be nurtured like any other skill. We hope that by asking these powerful questions you will receive insightful answers to help you and your team gain a better understanding of yourselves, your workplace culture, and the product or service you are bringing into the world.
Our culture is the summary of who we are at meploy & what we value. It make us understand how we work together & treat each other.
This deck is our second edition and will be revised & updated during 2020.
This document provides a 7-step template for creating a company culture code. Step 1 is to define the company mission and values based on the founders' vision. Step 2 describes the type of people that make up the company. Step 3 outlines core company policies around work culture. Step 4 lists employee perks and benefits. Step 5 describes the company workspace. Step 6 explains how employees develop their careers. Step 7 shares an employee quote about why they love working at the company.
This document provides an overview of ID.me's culture and values. It begins with ID.me's vision to be the leading digital identity network and its mission to deliver security and trust online. It emphasizes that culture is defined by actions, not just beliefs. The document then outlines ID.me's cultural philosophy of valuing trust, results, and excellence across all roles. It provides guidance on screening candidates and emphasizes the need for top performers. Finally, it details 24 cultural values that define behaviors at ID.me, such as not tolerating poor behavior, inspiring passion, communicating truthfully, and acting like an owner.
Loomly is the Brand Success Platform. We empower marketing teams to build successful brands, online. We think of culture as the path we choose to grow our company. We calue: kindness, integrity, fairness, clarity, efficiency, data, pragmatism, ownership, progress and positivity. Here is how we grow. Join us: Loomly.com/career.
CreMap creates an office culture that inspires great work through several values:
1. They hire based on attitude and train skills, emphasizing collaboration, fun, proactivity, empathy, and unity.
2. Employees have flexibility to work anywhere and anytime as long as work gets done.
3. The company shows appreciation for employees' efforts and supports one another.
4. Diversity is embraced and employees feel empowered to take initiative and lead projects.
We help indoor growers succeed and genuinely care about them. We default to curiosity when disagreeing to understand others' perspectives. We are solutions-focused and think consciously about decisions' implications. We prioritize alignment over agreement and respect each other as a team, not a family, with clear boundaries and diversity. We believe in trust, transparency, and constructive feedback to do high-quality work toward shared goals. As a data company, we want to help growers thrive using data to augment, not replace, jobs.
AES helps you believe in better. This presentation is part manifesto and part employee handbook. It’s about who we are, and what we aspire to become (and we continue to work hard to get there).
The Great eBook of Employee Questions Part 2: Return of the Question MasterShane Metcalf
The original Great eBook of Employee Questions was so popular that we created this outstanding sequel. In The Return of the Question Master, you’ll find over 60 new questions along with detailed information about why they are valuable and when they should be asked. Topics include: culture building, employee development, productivity, and collaboration.
The seed of question mastery is within us all, but it must be nurtured like any other skill. We hope that by asking these powerful questions you will receive insightful answers to help you and your team gain a better understanding of yourselves, your workplace culture, and the product or service you are bringing into the world.
Our culture is the summary of who we are at meploy & what we value. It make us understand how we work together & treat each other.
This deck is our second edition and will be revised & updated during 2020.
This document provides a 7-step template for creating a company culture code. Step 1 is to define the company mission and values based on the founders' vision. Step 2 describes the type of people that make up the company. Step 3 outlines core company policies around work culture. Step 4 lists employee perks and benefits. Step 5 describes the company workspace. Step 6 explains how employees develop their careers. Step 7 shares an employee quote about why they love working at the company.
This document provides an overview of ID.me's culture and values. It begins with ID.me's vision to be the leading digital identity network and its mission to deliver security and trust online. It emphasizes that culture is defined by actions, not just beliefs. The document then outlines ID.me's cultural philosophy of valuing trust, results, and excellence across all roles. It provides guidance on screening candidates and emphasizes the need for top performers. Finally, it details 24 cultural values that define behaviors at ID.me, such as not tolerating poor behavior, inspiring passion, communicating truthfully, and acting like an owner.
Loomly is the Brand Success Platform. We empower marketing teams to build successful brands, online. We think of culture as the path we choose to grow our company. We calue: kindness, integrity, fairness, clarity, efficiency, data, pragmatism, ownership, progress and positivity. Here is how we grow. Join us: Loomly.com/career.
CreMap creates an office culture that inspires great work through several values:
1. They hire based on attitude and train skills, emphasizing collaboration, fun, proactivity, empathy, and unity.
2. Employees have flexibility to work anywhere and anytime as long as work gets done.
3. The company shows appreciation for employees' efforts and supports one another.
4. Diversity is embraced and employees feel empowered to take initiative and lead projects.
We help indoor growers succeed and genuinely care about them. We default to curiosity when disagreeing to understand others' perspectives. We are solutions-focused and think consciously about decisions' implications. We prioritize alignment over agreement and respect each other as a team, not a family, with clear boundaries and diversity. We believe in trust, transparency, and constructive feedback to do high-quality work toward shared goals. As a data company, we want to help growers thrive using data to augment, not replace, jobs.
AES helps you believe in better. This presentation is part manifesto and part employee handbook. It’s about who we are, and what we aspire to become (and we continue to work hard to get there).
The document is Pando's culture manifesto, which aims to codify the values and behaviors they want to inspire in their team. It outlines six key values: Lean Forward, Grow Together, Get Uncomfortable, Kindness & Trust. For each value, it provides explanations of what the value means and examples of role model behaviors. It also describes how Pando designs processes around their values and how team members can hold each other accountable to living the values through open communication and feedback.
The Socious Way Culture Code: How We Work & What We ValueSocious
Get a peek into the culture and beliefs at online community software company, Socious. Learn about the words we live by and aspire to as we serve our customers businesses, association, & user groups) and each other.
These slides are a living document. They contain the values conveyed by a company’s people and their actions.We created The Socious Way because we want to work for a company that we love. We are sharing our values to stand behind our brand, attract the best people to join our team (and keep them), and share our values with our customers and partners.
This code in only the beginning. It is the way that we live out these values in our leadership, words, and actions that make this document meaningful.
About Socious
Socious provide online community software and services that help organizations strengthen relationships with customers, members, partners, and employees.
Learn more at www.socious.com and follow us on Twitter at @SociousSoftware or @SociousSuccess (nonprofits).
At Asana, we put a lot of time, energy, money, and most importantly, heart, into our company culture. That's why we recently updated our 2014 Culture Code deck.
This document summarizes the culture and processes at CFI. It outlines CFI's mission to provide affordable financial analyst training worldwide. It describes the company's values of being effective, humble, open-minded, creative, and passionate. It also details CFI's goal of creating an empowering and motivating work environment through access to information, autonomy, collaboration, generous compensation and benefits, and a process of semi-annual goal setting and feedback. The overall aim is to foster continuous improvement and meaningful careers.
At Angi, we are on a ground-breaking mission to become the home for everything home. To achieve this ambitious goal, each of us must act as a leader. At Angi, a leader is someone who lives our values every day.
Segmentation and the Employer Brand - Graeme Wright, Havas PeopleHavas People
Graeme Wright, Strategy Director at Havas People, presents the three forces that challenge recruitment and how the employer brand enables organisations to manage these forces.
Career highlights for Revival Animal Health 2020Pete Laskie
This document summarizes the benefits of working at Revival, a pet care company. It highlights Revival's core values of collaboration, care, helpfulness, knowledge, passion, respect, and trustworthiness. The company offers competitive benefits like 401k, health insurance, paid time off, and opportunities for growth such as training and potential advancement. Working at Revival allows employees to make a positive difference by helping pets and their owners while also being part of a supportive team environment.
To develop your company healthily, You need an internal cultureBianca Gângă
To ensure your company’s environment is anything but toxic, you need to lay down a stable foundation with healthy principles. How do you do it? Simply. By creating a company culture.
Read the entire article written by Oves Enterprise's CEO at https://ovesenterprise.com/blog/develop-a-healthy-company-culture/
Vision Values and Work Culture -Aventus PartnersMP Sriram
An overview of "Vision, Values and Work Culture" presented to a group of young managers .
The session is meant to familiarize the participants with the concepts , understand how it has been crafted and manifested in a few admired organizations, examine the process of articulation of the vision and values and understand some basic principles to facilitate Change while communicating the new vision , values and elements of the desired culture.
This session is a precursor to a working session where the participants work on crafting a draft vision and values statement for their organization.
The Learning House Way is intended to be intentional about creating a culture that reflects what we at Learning House want to be as a company. As we look to grow and scale our business even further, we need to be even more intentional about the type of culture we want to have.
Pop Inc. is a company that aims to support creators by giving them tools to monetize their work across different creative outlets. Their mission is to fulfill their responsibility of ensuring creators are getting paid. They outlined their core behaviors which are Creatives First, Over Serve, Learn Fast, Open Communication, and Respect Time. These behaviors are important for building their culture and individual adherence to them leads to more ownership and responsibility. They operate in a transparent way and share key information publicly so everyone has context to make good decisions. They also strive to build an inclusive and diverse team to best serve the diverse community of creators. They are mindful of spending and only invest in things crucial for success while not impacting employee happiness. Their
The document summarizes the culture and values of LinkedIn. It describes LinkedIn's culture as one focused on transformation, with three types of transformation: of self, of the company, and of the world. It emphasizes values like integrity, collaboration, humor, and results. The document also outlines LinkedIn's operating principles that guide the company, which include putting members first, valuing relationships, demanding excellence, and taking intelligent risks.
We are a purpose-driven company that values everyone individually. We invest in all of our employees' careers with training, development and learning opportunities at every level.We are driven by a deliberate and explicit set of values that guide us every day, and make all our decisions by our values and purpose.
Small Company, Big Impact--Core Values in Action at PulsePointPulsePoint
Engineers. Pixel perfectionists. Code ninjas. Deal closers. Talent hunters. Data scientists. Media gurus. We strive everyday to create work that makes our clients happy, our teams happy and most importantly, ourselves happy. We celebrate individuality and cultivate a corporate culture that is nothing short of awesome. We’re a small company where every employee makes a BIG impact.
Join us if you’re up to the challenge.
recruiting@pulsepoint.com
https://www.pulsepoint.com/job-board.html
Our culture is much more than we could ever put into a group of slides, but we did our best to pack as much of it into this Culture Code. Flip through to get a glimpse into what our agency is all about.
The Handy Culture Deck provides an inside look at the uniquely Handy company and culture we are building to achieve our mission. It outlines the things we believe at Handy and the ways we try to live up to them.
Interested joining the team at Handy and changing the world? Visit handy.com/careers.
Glints is a recruitment platform in Asia focused on young talent. Their vision is to become the #1 platform for companies to build successful teams with young talent and disrupt the traditional recruitment industry. Their purpose is to help companies build successful teams to achieve their missions and higher productivity, which creates better opportunities for young talent to realize their potential. Their mission is to help companies build successful teams by placing suitable candidates and building company brand awareness. Their culture, called #RIBCO, is defined by values of being relentlessly resourceful, having integrity, having a beginner's mindset, having clarity of thought, and taking ownership.
Making Waves: 3 Secrets to Becoming a Highly Paid Executive FasterThe Management Coach
The document provides advice for aspiring executives on how to advance their careers faster. It discusses three key points:
1) Prioritizing the team and business results over oneself is important for building trust and loyalty, which leads to better results and faster career advancement.
2) Authentic leadership where one is true to their personality while also adapting their style to different situations builds respect and trust with the team.
3) Developing agreed upon working approaches and ground rules with the team establishes expectations and allows the team to work more efficiently and get results 80% faster. Setting clear priorities, building trust through authenticity and collaboration, and achieving results are keys to advancing to executive roles.
GENEWIZ is a company that provides genomics services to research scientists around the world. It was founded in 1999 by Dr. Steve Sun and Dr. Amy Liao in a small lab on Long Island. Since then, GENEWIZ has expanded significantly through strategic acquisitions and partnerships. The company is focused on delivering high-quality sequencing and genomics services with a focus on customer service and operational excellence. GENEWIZ has locations across the US, China, and Japan and has achieved several industry accreditations and awards for its technologies and services.
Nestle is a leading global manufacturer of food and beverages operating over 100 factories worldwide. The company continuously enhances its business policies and strategies to adapt to changing market conditions and improve performance relative to competitors. Key policies include focusing on nutrition, health, and wellness; quality assurance; consumer communication; and human rights. Nestle's vision and mission provide long-term direction as it achieves sustainable growth. While Nestle's product pricing is higher than competitors, lowering prices could gain market share. As a multinational, Nestle can learn trends abroad and develop new products. The research study increased understanding of Nestle and provided lessons applicable to business strategy and competitive advantage.
The document provides an overview of the culture guide for a company called Prognos. It discusses establishing a culture as the company scales to ensure decisions made align with the company's principles and values. The culture is meant to guide employees with autonomy and trust.
The summary defines key aspects of the company's culture, including living by its core values of being passionate, collaborative and lifelong learners. It also outlines the "Prognos World Order" which prioritizes the company's mission, clients, company and individual self. The culture aims to create an awesome team with amazing people who are high performers and help each other grow.
The document is Pando's culture manifesto, which aims to codify the values and behaviors they want to inspire in their team. It outlines six key values: Lean Forward, Grow Together, Get Uncomfortable, Kindness & Trust. For each value, it provides explanations of what the value means and examples of role model behaviors. It also describes how Pando designs processes around their values and how team members can hold each other accountable to living the values through open communication and feedback.
The Socious Way Culture Code: How We Work & What We ValueSocious
Get a peek into the culture and beliefs at online community software company, Socious. Learn about the words we live by and aspire to as we serve our customers businesses, association, & user groups) and each other.
These slides are a living document. They contain the values conveyed by a company’s people and their actions.We created The Socious Way because we want to work for a company that we love. We are sharing our values to stand behind our brand, attract the best people to join our team (and keep them), and share our values with our customers and partners.
This code in only the beginning. It is the way that we live out these values in our leadership, words, and actions that make this document meaningful.
About Socious
Socious provide online community software and services that help organizations strengthen relationships with customers, members, partners, and employees.
Learn more at www.socious.com and follow us on Twitter at @SociousSoftware or @SociousSuccess (nonprofits).
At Asana, we put a lot of time, energy, money, and most importantly, heart, into our company culture. That's why we recently updated our 2014 Culture Code deck.
This document summarizes the culture and processes at CFI. It outlines CFI's mission to provide affordable financial analyst training worldwide. It describes the company's values of being effective, humble, open-minded, creative, and passionate. It also details CFI's goal of creating an empowering and motivating work environment through access to information, autonomy, collaboration, generous compensation and benefits, and a process of semi-annual goal setting and feedback. The overall aim is to foster continuous improvement and meaningful careers.
At Angi, we are on a ground-breaking mission to become the home for everything home. To achieve this ambitious goal, each of us must act as a leader. At Angi, a leader is someone who lives our values every day.
Segmentation and the Employer Brand - Graeme Wright, Havas PeopleHavas People
Graeme Wright, Strategy Director at Havas People, presents the three forces that challenge recruitment and how the employer brand enables organisations to manage these forces.
Career highlights for Revival Animal Health 2020Pete Laskie
This document summarizes the benefits of working at Revival, a pet care company. It highlights Revival's core values of collaboration, care, helpfulness, knowledge, passion, respect, and trustworthiness. The company offers competitive benefits like 401k, health insurance, paid time off, and opportunities for growth such as training and potential advancement. Working at Revival allows employees to make a positive difference by helping pets and their owners while also being part of a supportive team environment.
To develop your company healthily, You need an internal cultureBianca Gângă
To ensure your company’s environment is anything but toxic, you need to lay down a stable foundation with healthy principles. How do you do it? Simply. By creating a company culture.
Read the entire article written by Oves Enterprise's CEO at https://ovesenterprise.com/blog/develop-a-healthy-company-culture/
Vision Values and Work Culture -Aventus PartnersMP Sriram
An overview of "Vision, Values and Work Culture" presented to a group of young managers .
The session is meant to familiarize the participants with the concepts , understand how it has been crafted and manifested in a few admired organizations, examine the process of articulation of the vision and values and understand some basic principles to facilitate Change while communicating the new vision , values and elements of the desired culture.
This session is a precursor to a working session where the participants work on crafting a draft vision and values statement for their organization.
The Learning House Way is intended to be intentional about creating a culture that reflects what we at Learning House want to be as a company. As we look to grow and scale our business even further, we need to be even more intentional about the type of culture we want to have.
Pop Inc. is a company that aims to support creators by giving them tools to monetize their work across different creative outlets. Their mission is to fulfill their responsibility of ensuring creators are getting paid. They outlined their core behaviors which are Creatives First, Over Serve, Learn Fast, Open Communication, and Respect Time. These behaviors are important for building their culture and individual adherence to them leads to more ownership and responsibility. They operate in a transparent way and share key information publicly so everyone has context to make good decisions. They also strive to build an inclusive and diverse team to best serve the diverse community of creators. They are mindful of spending and only invest in things crucial for success while not impacting employee happiness. Their
The document summarizes the culture and values of LinkedIn. It describes LinkedIn's culture as one focused on transformation, with three types of transformation: of self, of the company, and of the world. It emphasizes values like integrity, collaboration, humor, and results. The document also outlines LinkedIn's operating principles that guide the company, which include putting members first, valuing relationships, demanding excellence, and taking intelligent risks.
We are a purpose-driven company that values everyone individually. We invest in all of our employees' careers with training, development and learning opportunities at every level.We are driven by a deliberate and explicit set of values that guide us every day, and make all our decisions by our values and purpose.
Small Company, Big Impact--Core Values in Action at PulsePointPulsePoint
Engineers. Pixel perfectionists. Code ninjas. Deal closers. Talent hunters. Data scientists. Media gurus. We strive everyday to create work that makes our clients happy, our teams happy and most importantly, ourselves happy. We celebrate individuality and cultivate a corporate culture that is nothing short of awesome. We’re a small company where every employee makes a BIG impact.
Join us if you’re up to the challenge.
recruiting@pulsepoint.com
https://www.pulsepoint.com/job-board.html
Our culture is much more than we could ever put into a group of slides, but we did our best to pack as much of it into this Culture Code. Flip through to get a glimpse into what our agency is all about.
The Handy Culture Deck provides an inside look at the uniquely Handy company and culture we are building to achieve our mission. It outlines the things we believe at Handy and the ways we try to live up to them.
Interested joining the team at Handy and changing the world? Visit handy.com/careers.
Glints is a recruitment platform in Asia focused on young talent. Their vision is to become the #1 platform for companies to build successful teams with young talent and disrupt the traditional recruitment industry. Their purpose is to help companies build successful teams to achieve their missions and higher productivity, which creates better opportunities for young talent to realize their potential. Their mission is to help companies build successful teams by placing suitable candidates and building company brand awareness. Their culture, called #RIBCO, is defined by values of being relentlessly resourceful, having integrity, having a beginner's mindset, having clarity of thought, and taking ownership.
Making Waves: 3 Secrets to Becoming a Highly Paid Executive FasterThe Management Coach
The document provides advice for aspiring executives on how to advance their careers faster. It discusses three key points:
1) Prioritizing the team and business results over oneself is important for building trust and loyalty, which leads to better results and faster career advancement.
2) Authentic leadership where one is true to their personality while also adapting their style to different situations builds respect and trust with the team.
3) Developing agreed upon working approaches and ground rules with the team establishes expectations and allows the team to work more efficiently and get results 80% faster. Setting clear priorities, building trust through authenticity and collaboration, and achieving results are keys to advancing to executive roles.
GENEWIZ is a company that provides genomics services to research scientists around the world. It was founded in 1999 by Dr. Steve Sun and Dr. Amy Liao in a small lab on Long Island. Since then, GENEWIZ has expanded significantly through strategic acquisitions and partnerships. The company is focused on delivering high-quality sequencing and genomics services with a focus on customer service and operational excellence. GENEWIZ has locations across the US, China, and Japan and has achieved several industry accreditations and awards for its technologies and services.
Nestle is a leading global manufacturer of food and beverages operating over 100 factories worldwide. The company continuously enhances its business policies and strategies to adapt to changing market conditions and improve performance relative to competitors. Key policies include focusing on nutrition, health, and wellness; quality assurance; consumer communication; and human rights. Nestle's vision and mission provide long-term direction as it achieves sustainable growth. While Nestle's product pricing is higher than competitors, lowering prices could gain market share. As a multinational, Nestle can learn trends abroad and develop new products. The research study increased understanding of Nestle and provided lessons applicable to business strategy and competitive advantage.
The document provides an overview of the culture guide for a company called Prognos. It discusses establishing a culture as the company scales to ensure decisions made align with the company's principles and values. The culture is meant to guide employees with autonomy and trust.
The summary defines key aspects of the company's culture, including living by its core values of being passionate, collaborative and lifelong learners. It also outlines the "Prognos World Order" which prioritizes the company's mission, clients, company and individual self. The culture aims to create an awesome team with amazing people who are high performers and help each other grow.
Compare a local brand with an international brand in similar productMd.Belal Uddin
We are comparing two brand Nestle & Brac, Brands product are Nestlé‟s Powder Milk & Aarong powder milk, Nestle is an international brand its product is Nido powder milk, Brac is Bangladesh local brand its product is Aarong powder milk. We are comparing two companies Mission, vision, strategy, marketing policy, Social Statement with international brand to local brand.
Prognos health culture guide 2020 (June update)Bella Allen
This document outlines the culture guide of a company called Prognos. It discusses the importance of defining a company's culture proactively as the company scales. The culture is meant to guide decisions through alignment with principles and values rather than strict rules. The culture focuses on values like collaboration, courage, curiosity and enthusiasm. It also establishes a "Prognos world order" that prioritizes the company's mission, clients, company and employees. The culture aims to create an awesome team of amazing people through hiring the best talent and helping people grow as leaders.
The document outlines Pfizer's vision, mission, values, and strategies. It discusses Pfizer's commitment to improving health and helping patients live longer lives through innovation. It also summarizes Pfizer's key values of integrity, respect, customer focus, community involvement, innovation, teamwork, performance, leadership, and quality.
Explanation of Vision, Mission and values Of An OrganizationSyed Zia
This document explains vision, mission, and values with examples of each. It defines a vision as how a company wants to be seen externally and a mission as explaining its reason for existence. Values are guiding principles that dictate behavior. Examples of visions include United Nations' "Peace" and Microsoft's "A personal computer on every desk." Google's mission is "To organize the world's information and make it universally accessible and useful." The document also outlines the vision, mission, and values of GSK, Pfizer, and provides an example of what they could be for a hypothetical cancer hospital.
A compelling employee value proposition to attract retain and develop skilled...Alexandra Lederer
Genea is an Australian healthcare organization specializing in fertility treatments. They have developed an effective Employee Value Proposition (EVP) to attract, retain, and develop skilled staff. Their EVP focuses on work-life balance policies for women, team-based work, recognition programs, learning and development opportunities, health and wellness benefits, and an engaging company culture. Genea blends traditional training with knowledge sharing among employees to effectively transfer critical knowledge throughout the organization.
The document contains profiles of several employees at AJE, describing their roles, experiences working at AJE, and hopes for how their work impacts the world. Key details include:
- Employees appreciate working with talented, dedicated colleagues and serving global researchers.
- Their work aims to accelerate research by helping more authors publish and share their findings internationally.
- They hope to lower barriers and support the global research community through their efforts.
Sorin Group is a global medical device company leading in the treatment of cardiovascular diseases. It develops innovative technologies to advance cardiac surgery and heart failure treatment. As part of Sorin Group, employees make a difference for millions of patients worldwide and have opportunities to advance their careers. The company culture emphasizes teamwork, respect, ethics and rewarding employees for their contributions to lifesaving work.
Sorin Group is a global medical device company leading in the treatment of cardiovascular diseases. They develop innovative technologies to advance cardiac surgery and treatments for heart failure and cardiac rhythm disorders. Working at Sorin Group allows employees to make a difference for millions of patients worldwide and have rewarding careers with opportunities for growth. Employees praise the company's culture of respect, teamwork, and empowerment that allows them to do meaningful work developing lifesaving technologies.
The document discusses Schering-Plough's transformation into a new kind of healthcare company focused on innovation and patients. It describes the company's five-step Action Agenda blueprint for transformation begun in 2003. The transformation is unfolding through investment in R&D, manufacturing, and patient-focused programs. The people of Schering-Plough are committed to building a sustainable, science-based company that delivers high-quality medicines and earns the trust of those it serves.
This document outlines the culture guide of a company called Prognos. It discusses the importance of defining a company's culture proactively as the company scales. Prognos' culture is guided by its values, which include being collaborative, courageous, curious, enthusiastic, driven, and a superstar. The culture also emphasizes the company's world order of prioritizing its mission, clients/partners, company success, and individual growth. Autonomy and alignment are balanced through context, accountability and empowerment. The goal is for the culture to guide decisions as the company scales with autonomy and trust.
This document summarizes a keynote presentation about organizational innovation. It discusses how organizations are designed for performance and efficiency rather than innovation. Innovation requires behaviors like collaboration, idea sharing, learning from failure, and balancing loose and tight processes. A Behavioral Trust Framework is introduced to measure innovation capacity based on levels of trust between individuals and organizations. Trust is built through behaviors like competence, consistency, openness, and willingness to be vulnerable. The framework can be used to identify actions to increase innovation by reducing controls and building trusted partnerships.
This document summarizes a job posting for AstraZeneca's Operations & IT Global Graduate Associates Programme. The 3-year programme involves 3 rotations of 8 months each across different business functions and locations globally. It provides opportunities for graduates to gain experience and leadership skills across AstraZeneca's global supply chain operations and IT functions. Applicants should have recently graduated or be graduating soon with a relevant degree, be willing to work internationally, and have strong business and leadership potential.
FranklinCovey is a global company that helps organizations achieve lasting behavioral change in seven key areas through various content delivery methods and engagement options. They were founded through the merging of companies created by Stephen Covey and Hyrum Smith who both observed that individuals and organizations often failed to change their own behaviors needed for success. FranklinCovey now draws on over 30 years of experience developing principles-centered content and processes to help clients transform their performance and develop sustainable competitive advantages through improved leadership, execution, productivity, trust, sales, customer loyalty, and education.
This document outlines the principles and practices that guide the culture and work at HopeLab, a nonprofit organization that develops digital health technologies. It begins with a quote about how small groups can change the world. The main points are:
- HopeLab develops engaging technologies, informed by research, to improve health behaviors and outcomes for kids and young adults.
- Their culture is guided by values like compassion, impact, courageous experimentation, and continual learning.
- They aim to cultivate a community where staff feel purpose, connection, competence, and trust rather than fear. Regular check-ins, feedback, and curiosity tools support this.
- Supervisors are obligated to create an environment where staff can
Northwest Neurology outlines several core values in the document:
- Continuously striving to be better through personal growth, accountability, and pushing limits.
- Fostering teamwork and utilizing everyone's unique strengths for optimal results.
- Embracing empathy and compassion in interactions with coworkers and patients.
- Creating an effortless experience through efficient processes, innovation, and customer-centered care.
- Doing work you love and finding purpose and passion in achieving the organization's vision.
Leadership is tough. Understanding the basics through analogies that are relatable and translatable to your teams can be keys to success.
Knowing and consistently communicating company culture/values are additional keys to success.
As ET the hip-hop preacher says, "Be phenomenal or be forgotten".
The document outlines the culture guide of the company Prognos. It describes establishing a set of cultural values and principles to guide the company as it scales. The values include being collaborative, courageous, curious, enthusiastic, driven, and a superstar. Additional dimensions of the culture discussed are living by the values, having an "awesome team with amazing people," alignment and autonomy, and individual growth. The goal is to align the growing company around its cultural principles rather than implementing strict rules as it expands.
The debris of the ‘last major merger’ is dynamically youngSérgio Sacani
The Milky Way’s (MW) inner stellar halo contains an [Fe/H]-rich component with highly eccentric orbits, often referred to as the
‘last major merger.’ Hypotheses for the origin of this component include Gaia-Sausage/Enceladus (GSE), where the progenitor
collided with the MW proto-disc 8–11 Gyr ago, and the Virgo Radial Merger (VRM), where the progenitor collided with the
MW disc within the last 3 Gyr. These two scenarios make different predictions about observable structure in local phase space,
because the morphology of debris depends on how long it has had to phase mix. The recently identified phase-space folds in Gaia
DR3 have positive caustic velocities, making them fundamentally different than the phase-mixed chevrons found in simulations
at late times. Roughly 20 per cent of the stars in the prograde local stellar halo are associated with the observed caustics. Based
on a simple phase-mixing model, the observed number of caustics are consistent with a merger that occurred 1–2 Gyr ago.
We also compare the observed phase-space distribution to FIRE-2 Latte simulations of GSE-like mergers, using a quantitative
measurement of phase mixing (2D causticality). The observed local phase-space distribution best matches the simulated data
1–2 Gyr after collision, and certainly not later than 3 Gyr. This is further evidence that the progenitor of the ‘last major merger’
did not collide with the MW proto-disc at early times, as is thought for the GSE, but instead collided with the MW disc within
the last few Gyr, consistent with the body of work surrounding the VRM.
Authoring a personal GPT for your research and practice: How we created the Q...Leonel Morgado
Thematic analysis in qualitative research is a time-consuming and systematic task, typically done using teams. Team members must ground their activities on common understandings of the major concepts underlying the thematic analysis, and define criteria for its development. However, conceptual misunderstandings, equivocations, and lack of adherence to criteria are challenges to the quality and speed of this process. Given the distributed and uncertain nature of this process, we wondered if the tasks in thematic analysis could be supported by readily available artificial intelligence chatbots. Our early efforts point to potential benefits: not just saving time in the coding process but better adherence to criteria and grounding, by increasing triangulation between humans and artificial intelligence. This tutorial will provide a description and demonstration of the process we followed, as two academic researchers, to develop a custom ChatGPT to assist with qualitative coding in the thematic data analysis process of immersive learning accounts in a survey of the academic literature: QUAL-E Immersive Learning Thematic Analysis Helper. In the hands-on time, participants will try out QUAL-E and develop their ideas for their own qualitative coding ChatGPT. Participants that have the paid ChatGPT Plus subscription can create a draft of their assistants. The organizers will provide course materials and slide deck that participants will be able to utilize to continue development of their custom GPT. The paid subscription to ChatGPT Plus is not required to participate in this workshop, just for trying out personal GPTs during it.
Describing and Interpreting an Immersive Learning Case with the Immersion Cub...Leonel Morgado
Current descriptions of immersive learning cases are often difficult or impossible to compare. This is due to a myriad of different options on what details to include, which aspects are relevant, and on the descriptive approaches employed. Also, these aspects often combine very specific details with more general guidelines or indicate intents and rationales without clarifying their implementation. In this paper we provide a method to describe immersive learning cases that is structured to enable comparisons, yet flexible enough to allow researchers and practitioners to decide which aspects to include. This method leverages a taxonomy that classifies educational aspects at three levels (uses, practices, and strategies) and then utilizes two frameworks, the Immersive Learning Brain and the Immersion Cube, to enable a structured description and interpretation of immersive learning cases. The method is then demonstrated on a published immersive learning case on training for wind turbine maintenance using virtual reality. Applying the method results in a structured artifact, the Immersive Learning Case Sheet, that tags the case with its proximal uses, practices, and strategies, and refines the free text case description to ensure that matching details are included. This contribution is thus a case description method in support of future comparative research of immersive learning cases. We then discuss how the resulting description and interpretation can be leveraged to change immersion learning cases, by enriching them (considering low-effort changes or additions) or innovating (exploring more challenging avenues of transformation). The method holds significant promise to support better-grounded research in immersive learning.
JAMES WEBB STUDY THE MASSIVE BLACK HOLE SEEDSSérgio Sacani
The pathway(s) to seeding the massive black holes (MBHs) that exist at the heart of galaxies in the present and distant Universe remains an unsolved problem. Here we categorise, describe and quantitatively discuss the formation pathways of both light and heavy seeds. We emphasise that the most recent computational models suggest that rather than a bimodal-like mass spectrum between light and heavy seeds with light at one end and heavy at the other that instead a continuum exists. Light seeds being more ubiquitous and the heavier seeds becoming less and less abundant due the rarer environmental conditions required for their formation. We therefore examine the different mechanisms that give rise to different seed mass spectrums. We show how and why the mechanisms that produce the heaviest seeds are also among the rarest events in the Universe and are hence extremely unlikely to be the seeds for the vast majority of the MBH population. We quantify, within the limits of the current large uncertainties in the seeding processes, the expected number densities of the seed mass spectrum. We argue that light seeds must be at least 103 to 105 times more numerous than heavy seeds to explain the MBH population as a whole. Based on our current understanding of the seed population this makes heavy seeds (Mseed > 103 M⊙) a significantly more likely pathway given that heavy seeds have an abundance pattern than is close to and likely in excess of 10−4 compared to light seeds. Finally, we examine the current state-of-the-art in numerical calculations and recent observations and plot a path forward for near-future advances in both domains.
(June 12, 2024) Webinar: Development of PET theranostics targeting the molecu...Scintica Instrumentation
Targeting Hsp90 and its pathogen Orthologs with Tethered Inhibitors as a Diagnostic and Therapeutic Strategy for cancer and infectious diseases with Dr. Timothy Haystead.
CLASS 12th CHEMISTRY SOLID STATE ppt (Animated)eitps1506
Description:
Dive into the fascinating realm of solid-state physics with our meticulously crafted online PowerPoint presentation. This immersive educational resource offers a comprehensive exploration of the fundamental concepts, theories, and applications within the realm of solid-state physics.
From crystalline structures to semiconductor devices, this presentation delves into the intricate principles governing the behavior of solids, providing clear explanations and illustrative examples to enhance understanding. Whether you're a student delving into the subject for the first time or a seasoned researcher seeking to deepen your knowledge, our presentation offers valuable insights and in-depth analyses to cater to various levels of expertise.
Key topics covered include:
Crystal Structures: Unravel the mysteries of crystalline arrangements and their significance in determining material properties.
Band Theory: Explore the electronic band structure of solids and understand how it influences their conductive properties.
Semiconductor Physics: Delve into the behavior of semiconductors, including doping, carrier transport, and device applications.
Magnetic Properties: Investigate the magnetic behavior of solids, including ferromagnetism, antiferromagnetism, and ferrimagnetism.
Optical Properties: Examine the interaction of light with solids, including absorption, reflection, and transmission phenomena.
With visually engaging slides, informative content, and interactive elements, our online PowerPoint presentation serves as a valuable resource for students, educators, and enthusiasts alike, facilitating a deeper understanding of the captivating world of solid-state physics. Explore the intricacies of solid-state materials and unlock the secrets behind their remarkable properties with our comprehensive presentation.
When I was asked to give a companion lecture in support of ‘The Philosophy of Science’ (https://shorturl.at/4pUXz) I decided not to walk through the detail of the many methodologies in order of use. Instead, I chose to employ a long standing, and ongoing, scientific development as an exemplar. And so, I chose the ever evolving story of Thermodynamics as a scientific investigation at its best.
Conducted over a period of >200 years, Thermodynamics R&D, and application, benefitted from the highest levels of professionalism, collaboration, and technical thoroughness. New layers of application, methodology, and practice were made possible by the progressive advance of technology. In turn, this has seen measurement and modelling accuracy continually improved at a micro and macro level.
Perhaps most importantly, Thermodynamics rapidly became a primary tool in the advance of applied science/engineering/technology, spanning micro-tech, to aerospace and cosmology. I can think of no better a story to illustrate the breadth of scientific methodologies and applications at their best.
ESA/ACT Science Coffee: Diego Blas - Gravitational wave detection with orbita...Advanced-Concepts-Team
Presentation in the Science Coffee of the Advanced Concepts Team of the European Space Agency on the 07.06.2024.
Speaker: Diego Blas (IFAE/ICREA)
Title: Gravitational wave detection with orbital motion of Moon and artificial
Abstract:
In this talk I will describe some recent ideas to find gravitational waves from supermassive black holes or of primordial origin by studying their secular effect on the orbital motion of the Moon or satellites that are laser ranged.
Immersive Learning That Works: Research Grounding and Paths ForwardLeonel Morgado
We will metaverse into the essence of immersive learning, into its three dimensions and conceptual models. This approach encompasses elements from teaching methodologies to social involvement, through organizational concerns and technologies. Challenging the perception of learning as knowledge transfer, we introduce a 'Uses, Practices & Strategies' model operationalized by the 'Immersive Learning Brain' and ‘Immersion Cube’ frameworks. This approach offers a comprehensive guide through the intricacies of immersive educational experiences and spotlighting research frontiers, along the immersion dimensions of system, narrative, and agency. Our discourse extends to stakeholders beyond the academic sphere, addressing the interests of technologists, instructional designers, and policymakers. We span various contexts, from formal education to organizational transformation to the new horizon of an AI-pervasive society. This keynote aims to unite the iLRN community in a collaborative journey towards a future where immersive learning research and practice coalesce, paving the way for innovative educational research and practice landscapes.
Sexuality - Issues, Attitude and Behaviour - Applied Social Psychology - Psyc...PsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
2. Our Brand
1
We deliver solid science to research scientists from
around the world. Customer service and operational
excellence are top priorities for GENEWIZ. Our
employees are what make us great and enable us to
drive the advancement of the life sciences.
Solid science.
Superior service.
4. GENEWIZ
Founded
Dr. Steve Sun and Dr. Amy Liao sub-leased a 200 sq. ft.
lab on Long Island. Both former biomedical researchers,
they understood, from the beginning, the needs and
challenges researchers face to facilitate their research
progress. DNA sequencing results were provided with a
fast and reliable turnaround time.
GENEWIZ’s impressive growth since then is due to our
focus on services that assist genomics researchers in
expediting their research.
JUNE
1999
Our History
3
5. Established China
Headquaters
Suzhou, China
Established Institutional
Partnership Program
Corporate Headquarters
Established U.S. Headquarters
South Plainfield, NJ
Introduced
Regulatory Services
Expansion to Audubon
Business Park
New York, NY
Expansion to Technology
Centreof New Jersey
North Brunswick, NJ
First U.S. Satellite Lab
San Diego, CA
First International Lab
Beijing, China
Introduced
Gene Synthesis
JUNE
2007
JULY
2000
JULY
2002
SEPT
2004
DEC
2006
AUG
2008
JUNE
2009
MARCH
2010
JULY
2010
Our History
4
6. Award-Winning Technologies and Services
GENEWIZ is consistently recognized with top honors by some of
the most prestigious business and industry awards.
College of American
Pathologists (CAP)
Accreditation
Launched
Admera Health
JULY
2014
MARCH
2013
NOV
2016
DEC
2015
Acquisition of Beckman
Coulter Genomics
Established
Japan Lab
Introduced Next
Generation Sequencing
JAN
2012
Clinical Laboratory
Improvement Amendments
(CLIA) Registration
JUNE
2012
Our History
5
7. Contribute to the advancement
of life sciences and technologies through
our efficient and value-based solutions.
6
Our Mission
10. Make GENEWIZ the
partner of choice
for life science communities
around the world.
Our VisionOur Vision
9
11. Together we can make
a difference
in the pursuit of scientific
discoveries, better medicines, a
greener environment, and abundant
and healthy food supplies.
11
Our Vision
10
13. Our values are the foundation of
how we see the world, treat each
other, and serve our customers.
Common values live in all of us.
At GENEWIZ, we recognize that
these behaviors are critical to our
success as individuals, and a team,
and a company – and will positively
impact the world we live in.
Common Values | Our DNA
The Common Values are at the heart of GENEWIZ and help
guide our decisions. They inspire me individually, they motivate
us as a team and as a company, and encourage us as a
business to be the best in the world and best for the world.
HANNAH KEARNS
Marketing Communications Associate, UK
Whenever I find myself falling into a rut, I challenge
myself with the following questions:
1. Is my work excellent?
2. Am I proud of my work?
3. Is this how I want to represent myself?
When faced with those questions, I always feel the impetus to
do better and I apply the same mentality towards improving
my working relationship with others, my service to customers,
and my dedication to furthering efforts that benefit the world.
IRENE SHAJI
Senior Associate Customer Support Scientist, NJ
12
14. It’s in Our DNA
Positive Mindset
Strong Skillset
Customers
Co-Workers
Service Excellence
Operational Excellence
Sustainable Growth
Social Contribution
Common Values
SELF WORLDCOMPANYOTHERS
My understanding of our Common Values:
SELF: Be a better person each day. Strive to improve yourself and learn
something each day. Stay positive even when facing negative situations.
OTHERS: Be supportive to co-workers. Be professional, responsive, and
understanding to customers.
COMPANY: Be the partner of choice for customers to better serve
their research needs. Be the employer of choice to help employees to
grow in their career paths.
WORLD: Be friendly to the environment. Be caring and engaging with
the community. Be a leader to influence the life science industry.
CLOVER YE
Sales Executive I, NJ
13
15. Positive Mindset
Strong Skillset
SELF
Take Ownership of Actions and Results
Say What You Do; Do What You Say
Drive for Lifelong Learning
and Improvement
Be Proactive
Be the Best at
What You Do
Do the Right Thing; Do it Right
Act with Integrity;
Make Ethical Decisions
Common Values | Our DNA
In order to do your best you must be your best self.
MAGGIE ANDREWS
Sales Operations Associate, NJ
14
16. Common Values | Our DNA
OTHERS
Customers
Co-workers
Collaborate to Gain Synergies
Contribute to the Growth of Each Other
Seek and Give Clear and
Timely Feedback
Treat People with Respect;
Earn Their Trust
Manage Conflicts
Constructively
Understand Customer
Needs with Empathy
Communicate Clearly
and Timely
Provide Clarity and Direction
Lead by Example
Build a Strong and
Diverse Talent Base
Demand and Recognize
Performance
Prioritize Development and Coaching
Throughout all of my years working for GENEWIZ the
most important aspect that truly drives everything
is our value of OTHERS. Whether it be working with
a co-worker on a project, or helping a customer
obtain critical data through troubleshooting, our
ability to really understand the concept of OTHERS
has always played a key role.
Samantha Hidy
Associate Manager, Boston
Common Values | Our DNA
15
17. Service Excellence
Operational Excellence
COMPANY
Comply with Laws, Regulations, and
Good Business Practices
Care About Safety and the Environment
Seek Out Opportunities for
Continuous Improvement
Manage Resources
Effectively and Efficiently
Adapt to Future Trends
and Invest for Growth
Optimize Customer Experiences
Deliver with Best Quality,
Speed, and Costs
:
Company to me is a place that should be enjoyable.
Yes, it is work, but we should not only enjoy what
we do, but be amicable with the people around us.
Respect should always be flowing just as much as
the creative and innovative juices!
DELISA SAMMY
Associate Customer Support Scientist, NJ
Common Values | Our DNA
16
18. Sustainable Growth
Social Contribution
WORLD
Be the Best in the World
and Best for the World
Contribute to the
Advancement
of Life Sciences and
Technologies
• Scientific Discoveries
• Better Medicines
• A Greener Environment
• Abundant and
Healthy Food Supplies
Make a Difference in
the Pursuit of
I believe this Common Value is how GENEWIZ,
and its employees, care about the world and the
environment. One of GENEWIZ’s main goals is to
make a difference and we should all try and help
make the world better as a whole.
RUBEN MARMOLEJO
Associate Customer Support Scientist, NJ
Common Values | Our DNA
17
19. We are responsible to our customers
who are dedicated to achieving scientific advancements
for the greater good.
We believe in equal opportunity
for development and advancement. Everyone must feel free
to make suggestions as this shall better the company.
We consistently ensure
our services and processes are as accurate and easily used as they
can be, and that our quality and reliability is as high as possible.
We do the hard thinking
to find new ways to achieve better quality and reliability, and to
persist in getting the best ideas implemented.
We maintain and enhance operational
excellence
to ensure fair and reasonable prices for our customers.
We are dedicated
to becoming the most trusted service provider for our customers.
We behave with honesty and respect
and with the highest integrity towards our employees, customers,
partners, and suppliers.
We are humble
and all of our communications, written and verbal, are candid and
straightforward.
We have an employee handbook
so that rules and responsibilities are clear. We are mindful of our
employees’ family obligations, and implement policies to help fulfill
them.
We are responsible to make a sound profit
and reserves must be created to provide for adverse times, to ensure
business continuity.
We are responsible to our communities
and incorporate good environmental stewardship in our decisions
and programs.
By adhering to these principles
we shall thrive and grow, and
give back by providing good
jobs, contributing to the
advancement of science and
technology, and building webs of
competence around the world.
Our Credo
18
20. (GENEWIZ) is super helpful and wants you
to get good results using their service.
I sent in some samples that were false-
positives and they gave me several free
re-runs and trouble-shot the gene region in
order to help me get sequencing data.
Lab Manager - Kansas
(I)t's a pleasure to work with GENEWIZ
- far superior to other providers of DNA
sequencing! I can't imagine what another
company would have to do to get me to
switch!
Professor - Pennsylvania
Thanks again for the professional attitude.
From my experience, not many companies
can be as good as you nowadays.
Professor - Bulgaria
The weekly updates...are very useful. The
response time for questions is very quick.
Data delivery has been perfect, and
turnaround times are very fast. Very
happy with GENEWIZ.
Principal Investigator - Washington, DC Area
Thank you very much for sharing the data
and project summaries with us, and thanks
for GENEWIZ and your efforts on our
projects. Keep in touch.
Scientist - China.
Very good customer service - swift response
time and excellent replies to my exact
queries and requests. Very competitive
pricing and very willing to offer me exactly
what I want. I'm very satisfied…everything I
wanted.
Research Student - United Kingdom
Customer Testimonials
19
21. Currently the best experience I've had
among companies of this type. I loved that
my rep was dedicated to my project, sent
emails and even called to discuss my order.
They're polite, competent and ensure I got
what I wanted.
Research Technician - Canada
GENEWIZ has always been fast, reliable,
accurate, and affordable. All of which are
critically important for a small organization
that needs to be fast and responsive in our
approach.
Research Scientist - Mississippi
GENEWIZ is a brilliant company and we've
had really good service from you. Very
helpful every step of the way and always
willing to go the extra mile for awkward
syntheses or rush jobs.
Research Scientist - United Kingdom
Excellent service. Always rapid turnaround
time with solid data read. Technical service
extremely kind and reliable via phone/email.
Quality is strong.
Research Scientist - Boston Area
This is exactly what we need, very good
solutions for order submission, and thank
you for your effort! Thank you very much
for your feedback. The instructions for
“My Project” function is very helpful for us.
Thank you!
Scientists - China.
I'm very pleased to have worked with
GENEWIZ, the service was fast and the
staff were all very supportive and fast
to answer my requests. I really liked the
attention and the kindness in the treatment
that was given during my order process.
Research Scientist - Brazil
Customer Testimonials
20
22. Headquartered in South Plainfield, NJ, GENEWIZ is
privately-held with a network of U.S. laboratories
in Boston, Washington, D.C., North Carolina, San
Diego, Los Angeles, San Francisco, and Seattle.
International locations include China, Japan, the
United Kingdom, France, and Germany.
Boston, MA
South Plainfield, NJ
Washington, D.C. Metro
San Diego, CA
Los Angeles, CA
Suzhou, China
Seattle, WA
San Francisco, CA
Tokyo, Japan
Research Triangle Park, NC
Beijing, China
Germany
Tianjin, China
Nanjing, China
Guangzhou, China
France
United Kingdom
GENEWIZ Locations
21