The document is the July 2021 edition of the monthly newsletter "Great Workplaces" published by Great Place to Work. It discusses the history and mission of Great Place to Work in identifying and helping organizations build high-trust workplace cultures. It was founded in 1981 based on research finding that strong employee relationships characterized by trust, pride and camaraderie are key drivers of business performance. The newsletter provides tips on relieving employee stress, taking stock of organizational goals and assessing workplace culture. It also introduces Great Place to Work's employee survey tool to help companies evaluate their workplace culture and identify areas for improvement.
Employee motivation and happiness webinar 9 16 13 Ray White
Employee Motivation and Happiness Webinar presented by Pursuit-of-Happiness.org. How do you help employees be happier and motivated so they will be more productive and stay with you longer.
Organizations should create a culture where people can come together to produce great work and form friendly relationships with each other. Here are some ideas to make that happen.
Motivation Best Practices for the Multi-Generational WorkforceO.C. Tanner
Employees of all ages need to be engaged, and there are several principles that will motivate workers of all ages. This SlideShare gives 5 tips that will motivate the multi-generation workforce, helping all employees feel recognized.
The Millennial Effect on Employee EngagementO.C. Tanner
As of 2015, Millennials have officially made their way into the workforce. Employers must learn and adapt in order to engage with millennial employees. Here's how.
Employee motivation and happiness webinar 9 16 13 Ray White
Employee Motivation and Happiness Webinar presented by Pursuit-of-Happiness.org. How do you help employees be happier and motivated so they will be more productive and stay with you longer.
Organizations should create a culture where people can come together to produce great work and form friendly relationships with each other. Here are some ideas to make that happen.
Motivation Best Practices for the Multi-Generational WorkforceO.C. Tanner
Employees of all ages need to be engaged, and there are several principles that will motivate workers of all ages. This SlideShare gives 5 tips that will motivate the multi-generation workforce, helping all employees feel recognized.
The Millennial Effect on Employee EngagementO.C. Tanner
As of 2015, Millennials have officially made their way into the workforce. Employers must learn and adapt in order to engage with millennial employees. Here's how.
Creating Health and Well-Being in OrganizationsO.C. Tanner
It is an organization's responsibility to improve the health and well-being of their employees. Businesses should add value to society through the lives of their customers, employees and the community. This SlideShare has four easy steps to help you focus on the well-being of your organization.
A Call to Greatness: Why Chasing Employee Engagement is Thinking Too SmallO.C. Tanner
Any organization can become a stronger magnet for talent, and every organization should. But how? We recently studied attraction and engagement insights and models from industry leaders including: Aon Hewitt, Deloitte, Gallup, and Towers Watson, to discover the six attributes of a culture that inspires engagement.
Employers need engaged people to produce great work. This helps companies lead the way in a competitive market. Disengagement is common, but can be avoided if these three tips are followed.
Why Millennials Are Leaving the Church and How to Win Them BackPaul Sohn
This presentation demystifies the millennial generation. I share specific tools, strategies, and tactics on how the church can reach the millennial generation.
The Positive Effects of Relationships at WorkO.C. Tanner
Friendship at work matters. Did you know that employees with a best friend at work are 5x more likely to feel a strong connection to their company, and 7x more likely to fully engage at work than employees without a best friend? Take a look at this infographic to learn more about the positive effects of relationships at work.
What is great work and how can teams achieve it? This roadmap will help you find the answers to those questions and ultimately help you transform your team from good to great.
In the special edition, “Inspiring Women Leaders Making a Difference, 2019”, CIO LOOK admire some exceptional women leaders & appreciate their contribution
Create and Maintain a Passionate WorkplaceO.C. Tanner
Engaged employees produce great work and have loyalty to the organization. This SlideShare discusses eight rules that will help create and maintain a passionate work culture. This passionate workplace culture will drive superior results to organizations.
What Will the Performance Review Look Like in 2016?O.C. Tanner
The traditional performance review has served as an organizational staple for decades. Though these reviews have helped employees set meaningful goals and objectives, their decline is now a growing trend. We are entering a new era of performance development, and here are a few changes to the Performance Review that you can expect to see in 2016.
Your Mission: Become a Recognition HeroO.C. Tanner
Appreciating great work throughout your organization is an essential part of creating lasting engagement. This recognition dossier will help you get appreciation right.
Company culture is an area that’s received more attention and focus over the years as businesses have seen and felt the power and difference it can make. In fact, in 2014 Merriam-Webster announced that “culture” was the word of the year, with more lookups than any other word. And in that same year, a global survey conducted by McKinsey & Co. found that spending time on culture was a key priority of C-Suite executives.
This is exactly why the world’s most successful companies understand that everything starts and ends with culture, and use culture as a competitive advantage. They clearly define it, effectively weave it into everything they formally and informally do, and consistently and effectively deliver against it across the entire organization. And if you want further proof of the importance of culture, just look at how many HR roles now have the word “culture” in the job title.
“Culture is the underlying fabric that holds an organization together. When the fabric is strong, groups can endure major challenges and thrive during better times. If the fabric is tattered, groups may manage to get by, but employees, projects and clients fall through the gaps.” Kevin Oakes - ‘Culture Renovation’
In this Guide, you’ll learn more on
What is Culture
Why is Culture Important
How to build your Culture
Maintaining your Culture “Garden”
Factors that Affect Organizational CultureSlideShop.com
Culture is an important determinant of organizational success. In this presentation, we discussed what factors contribute to organizational culture. We also included practical examples to clearly illustrate our ideas.
More themed slides: https://slideshop.com/Themed-Slides
To start our mission to create more good days at work, we've carried out research to define exactly What is a Good Day At Work for people in the UK. Read the latest research in our report, produced with our partner, Bank Workers Charity
Our ground-breaking research explores:
- How many people in the UK are actually having good days at work.
- What people think creates good days vs what the reality is.
- What the biggest impactors of a good day at work are, and what you can do about them.
- How organisations can create and foster better working environments for their people to thrive at work.
- Hear from President of Good Day At Work, Sir Cary Cooper as he provides his views on the latest research.
Creating Health and Well-Being in OrganizationsO.C. Tanner
It is an organization's responsibility to improve the health and well-being of their employees. Businesses should add value to society through the lives of their customers, employees and the community. This SlideShare has four easy steps to help you focus on the well-being of your organization.
A Call to Greatness: Why Chasing Employee Engagement is Thinking Too SmallO.C. Tanner
Any organization can become a stronger magnet for talent, and every organization should. But how? We recently studied attraction and engagement insights and models from industry leaders including: Aon Hewitt, Deloitte, Gallup, and Towers Watson, to discover the six attributes of a culture that inspires engagement.
Employers need engaged people to produce great work. This helps companies lead the way in a competitive market. Disengagement is common, but can be avoided if these three tips are followed.
Why Millennials Are Leaving the Church and How to Win Them BackPaul Sohn
This presentation demystifies the millennial generation. I share specific tools, strategies, and tactics on how the church can reach the millennial generation.
The Positive Effects of Relationships at WorkO.C. Tanner
Friendship at work matters. Did you know that employees with a best friend at work are 5x more likely to feel a strong connection to their company, and 7x more likely to fully engage at work than employees without a best friend? Take a look at this infographic to learn more about the positive effects of relationships at work.
What is great work and how can teams achieve it? This roadmap will help you find the answers to those questions and ultimately help you transform your team from good to great.
In the special edition, “Inspiring Women Leaders Making a Difference, 2019”, CIO LOOK admire some exceptional women leaders & appreciate their contribution
Create and Maintain a Passionate WorkplaceO.C. Tanner
Engaged employees produce great work and have loyalty to the organization. This SlideShare discusses eight rules that will help create and maintain a passionate work culture. This passionate workplace culture will drive superior results to organizations.
What Will the Performance Review Look Like in 2016?O.C. Tanner
The traditional performance review has served as an organizational staple for decades. Though these reviews have helped employees set meaningful goals and objectives, their decline is now a growing trend. We are entering a new era of performance development, and here are a few changes to the Performance Review that you can expect to see in 2016.
Your Mission: Become a Recognition HeroO.C. Tanner
Appreciating great work throughout your organization is an essential part of creating lasting engagement. This recognition dossier will help you get appreciation right.
Company culture is an area that’s received more attention and focus over the years as businesses have seen and felt the power and difference it can make. In fact, in 2014 Merriam-Webster announced that “culture” was the word of the year, with more lookups than any other word. And in that same year, a global survey conducted by McKinsey & Co. found that spending time on culture was a key priority of C-Suite executives.
This is exactly why the world’s most successful companies understand that everything starts and ends with culture, and use culture as a competitive advantage. They clearly define it, effectively weave it into everything they formally and informally do, and consistently and effectively deliver against it across the entire organization. And if you want further proof of the importance of culture, just look at how many HR roles now have the word “culture” in the job title.
“Culture is the underlying fabric that holds an organization together. When the fabric is strong, groups can endure major challenges and thrive during better times. If the fabric is tattered, groups may manage to get by, but employees, projects and clients fall through the gaps.” Kevin Oakes - ‘Culture Renovation’
In this Guide, you’ll learn more on
What is Culture
Why is Culture Important
How to build your Culture
Maintaining your Culture “Garden”
Factors that Affect Organizational CultureSlideShop.com
Culture is an important determinant of organizational success. In this presentation, we discussed what factors contribute to organizational culture. We also included practical examples to clearly illustrate our ideas.
More themed slides: https://slideshop.com/Themed-Slides
To start our mission to create more good days at work, we've carried out research to define exactly What is a Good Day At Work for people in the UK. Read the latest research in our report, produced with our partner, Bank Workers Charity
Our ground-breaking research explores:
- How many people in the UK are actually having good days at work.
- What people think creates good days vs what the reality is.
- What the biggest impactors of a good day at work are, and what you can do about them.
- How organisations can create and foster better working environments for their people to thrive at work.
- Hear from President of Good Day At Work, Sir Cary Cooper as he provides his views on the latest research.
To start our mission to create more good days at work, we've carried out research to define exactly What is a Good Day At Work for people in the UK. Read the latest research in our report, produced with our partner, Bank Workers Charity
Our ground-breaking research explores:
- How many people in the UK are actually having good days at work.
- What people think creates good days vs what the reality is.
- What the biggest impactors of a good day at work are, and what you can do about them.
- How organisations can create and foster better working environments for their people to thrive at work.
- Hear from President of Good Day At Work, Sir Cary Cooper as he provides his views on the latest research.
Based on our findings, in this year’s report you’ll find a diverse array of workplace and employee quality of life factors represented; these include trends related to the built environment, technological advances and the workforce. Each of the trends, by definition, has the ability to improve the quality of life of people and their communities. As one would expect, however, organizational commitment
to its people — both on a professional and personal level — remains a central theme among all of our trends. With more employees viewing their work and life as one, it can only benefit an organization
to become acquainted with the workplace trends that will engage and retain the workforce of 2014.
WORK-LIFE BALANCEDear Boss Your Team Wants Youto Go o.docxdunnramage
WORK-LIFE BALANCE
Dear Boss: Your Team Wants You
to Go on Vacation
by Ron Friedman
JUNE 18, 2015
Over the past decade, a staggering number of studies have demonstrated that our work performance
plummets when we work prolonged periods without a break. We know that overworked employees
are prone to mood swings, impulsive decision-making, and poor concentration. They’re more likely
to lash out at perceived slights and struggle to empathize with colleagues. Worse still, they are
prone to negativity — and that negativity is contagious.
FURTHER READING
Yet at the average American company, 4 out of 10 employees (including those in management roles)
will forfeit vacation time this year.
There is every reason to believe that the cost of the mental and physical depletion that invariably
results is exponential when its victim is a manager. Not just because a supervisor’s mood and
decision-making affects more people, but because when a manager chooses to forgo time off, it
starts a domino effect that shapes cultural norms.
As I describe in a new book on the science of building a great workplace, organizational culture has
little to do with a company’s mission or vision statement. It is determined by the behaviors of those
at the top. As humans, we’ve evolved to mimic those around us, especially those in higher status
roles. Lower-status group members often copy the behaviors of those in leadership positions
because it helps align them with individuals who hold more influence in the group. The best
managers know that as leaders, their actions influence the behaviors of everyone around them.
When managers forgo vacation time, it not only
places them squarely on the road to burnout, it
also generates unspoken pressures for everyone
on their team to do the same. And ignoring the
body’s need for rest is not just a poor long-term
strategy. It also comes with considerable
opportunity cost.
We now have compelling evidence that the
restorative experiences we have on vacations bring us a sharpened attention, mental clarity, and
inspired insights. Take reaction time – a simple measure that indicates how quickly we pick up on
new information. Research commissioned by NASA found that after just a few days of vacation,
people’s reaction time jumps by an astonishing 80%.
Studies on creativity have found that spending time outdoors and traveling to a foreign country —
two activities people commonly engage in when they go on vacation — are among the most effective
ways of finding fresh perspectives and creative solutions. Simply put, you’re far more likely to have
HBR’s 10 Must Reads on
Managing Yourself
MANAGING YOURSELF BOOK
$24.95 ADD TO CART
SAVE � SHARE
a breakthrough idea while lounging on a beach in St. Martin than you are while typing away in your
office cubicle.
Vacations are not only a boon to the way we think; they also foster greater life satisfaction. Just last
year, Gallup released an eye-opening study showi.
Reflective Writing Help GuideCan you give me some examples of .docxsodhi3
Reflective Writing Help Guide
Can you give me some examples of reflection?
· Reading and acting on your managers/peers/clients/tutors feedback on your work to improve it
· Keeping a learning journal in order to record changes in your practice/knowledge/skills.
· Keeping a record of your learning development via e.g. Pebblepad
What is reflective writing?
· much more than a description of facts or events
· critical writing, questioning different viewpoints, examining reasons
· a process through which you develop or change your opinions and/or your behaviour
How do I structure my written reflection?
There are many reflective writing models. One simple model is Rolfe’s (2001) What? So What? Now What? model.
1. What?
Report what happened, objectively without judgement or interpretation. Describe the facts and event(s) of an experience you have had. Some of the questions you might ask yourself are:
What happened?
What was my role in the situation?
What was I trying to achieve?
What actions did I take?
What was the response of others?
What feelings did it evoke in me and others?
What were the consequences (good and bad) about the experience?
This experience could be a seminar you attended, a team task in which you played a role, a work presentation you gave etc.
2. So What?
This is the level of analysis and evaluation when we look deeper at what was behind the experience. It helps you to understand what you have learnt from the experience. Some of the questions you might ask yourself are:
So what does this tell me?
So what was going through my mind when I acted?
So what did I base my actions on?
So what more do I need to know about this?
So what could/should I have done to make it better?
So what is my new understanding of the situation?
3. Now What?
This is the level of synthesis. Here you build on the previous levels to consider alternative courses of action and choose what you need to do next. Some of the questions you might ask yourself are:
Now what could I do to make things better?
Now what actions do I need to take?
Now what plans do I need to put into place?
Now what might be the consequences (long term and short term benefits/drawbacks) to you, your organisation and your colleagues of this action?
Now what might hold me back?
Now what realistic goals will I work towards?
The language of reflection
Here is a list of suggested reflective phrases you might like to use in your reflective writing:
After observation….
This comment tells me….
In this situation I should have…
Because of this activity I was prompted to…
This is an indication of…
To promote continued thinking I plan to..
With hindsight, I should perhaps have…
In retrospect…
After this activity I found…. to be significant because…
The significance of this activity…
It is important for me to realize…
This is significant because…
I acknowledge that…
I focused on….because…
I realized that…
In the future…
I have since concluded…
On ref ...
Mental Wealth reveals an approach to workplace mental health and wellbeing that is proven to get results. We are talking about Mental Wealth through our just released book, Mental Wealth: An Essential Guide to Workplace Mental Health and Wellbeing. What else is in WorkLife this month? Check it out here…
Proko's Guide to Positivity and Effective Employee EngagementLeeWills3
Proko allows your employees to easily share good things about your culture and career opportunities, or simply acknowledge the people that are making work great.
Create e-cards and other sharable assets that employees can select, personalize, and share.
Import content to an easy-to-use, customizable microsite.
Track sharing activity and leverage those insights for future employer branding and employee advocacy activities.
Website: https://www.proko.co/product
WORK-LIFE BALANCEDear Boss Your Team Wants Youto Go o.docxwashingtonrosy
WORK-LIFE BALANCE
Dear Boss: Your Team Wants You
to Go on Vacation
by Ron Friedman
JUNE 18, 2015
Over the past decade, a staggering number of studies have demonstrated that our work performance
plummets when we work prolonged periods without a break. We know that overworked employees
are prone to mood swings, impulsive decision-making, and poor concentration. They’re more likely
to lash out at perceived slights and struggle to empathize with colleagues. Worse still, they are
prone to negativity — and that negativity is contagious.
FURTHER READING
Yet at the average American company, 4 out of 10 employees (including those in management roles)
will forfeit vacation time this year.
There is every reason to believe that the cost of the mental and physical depletion that invariably
results is exponential when its victim is a manager. Not just because a supervisor’s mood and
decision-making affects more people, but because when a manager chooses to forgo time off, it
starts a domino effect that shapes cultural norms.
As I describe in a new book on the science of building a great workplace, organizational culture has
little to do with a company’s mission or vision statement. It is determined by the behaviors of those
at the top. As humans, we’ve evolved to mimic those around us, especially those in higher status
roles. Lower-status group members often copy the behaviors of those in leadership positions
because it helps align them with individuals who hold more influence in the group. The best
managers know that as leaders, their actions influence the behaviors of everyone around them.
When managers forgo vacation time, it not only
places them squarely on the road to burnout, it
also generates unspoken pressures for everyone
on their team to do the same. And ignoring the
body’s need for rest is not just a poor long-term
strategy. It also comes with considerable
opportunity cost.
We now have compelling evidence that the
restorative experiences we have on vacations bring us a sharpened attention, mental clarity, and
inspired insights. Take reaction time – a simple measure that indicates how quickly we pick up on
new information. Research commissioned by NASA found that after just a few days of vacation,
people’s reaction time jumps by an astonishing 80%.
Studies on creativity have found that spending time outdoors and traveling to a foreign country —
two activities people commonly engage in when they go on vacation — are among the most effective
ways of finding fresh perspectives and creative solutions. Simply put, you’re far more likely to have
HBR’s 10 Must Reads on
Managing Yourself
MANAGING YOURSELF BOOK
$24.95 ADD TO CART
SAVE � SHARE
a breakthrough idea while lounging on a beach in St. Martin than you are while typing away in your
office cubicle.
Vacations are not only a boon to the way we think; they also foster greater life satisfaction. Just last
year, Gallup released an eye-opening study showi ...
WORK-LIFE BALANCEDear Boss Your Team Wants Youto Go orosacrosdale
WORK-LIFE BALANCE
Dear Boss: Your Team Wants You
to Go on Vacation
by Ron Friedman
JUNE 18, 2015
Over the past decade, a staggering number of studies have demonstrated that our work performance
plummets when we work prolonged periods without a break. We know that overworked employees
are prone to mood swings, impulsive decision-making, and poor concentration. They’re more likely
to lash out at perceived slights and struggle to empathize with colleagues. Worse still, they are
prone to negativity — and that negativity is contagious.
FURTHER READING
Yet at the average American company, 4 out of 10 employees (including those in management roles)
will forfeit vacation time this year.
There is every reason to believe that the cost of the mental and physical depletion that invariably
results is exponential when its victim is a manager. Not just because a supervisor’s mood and
decision-making affects more people, but because when a manager chooses to forgo time off, it
starts a domino effect that shapes cultural norms.
As I describe in a new book on the science of building a great workplace, organizational culture has
little to do with a company’s mission or vision statement. It is determined by the behaviors of those
at the top. As humans, we’ve evolved to mimic those around us, especially those in higher status
roles. Lower-status group members often copy the behaviors of those in leadership positions
because it helps align them with individuals who hold more influence in the group. The best
managers know that as leaders, their actions influence the behaviors of everyone around them.
When managers forgo vacation time, it not only
places them squarely on the road to burnout, it
also generates unspoken pressures for everyone
on their team to do the same. And ignoring the
body’s need for rest is not just a poor long-term
strategy. It also comes with considerable
opportunity cost.
We now have compelling evidence that the
restorative experiences we have on vacations bring us a sharpened attention, mental clarity, and
inspired insights. Take reaction time – a simple measure that indicates how quickly we pick up on
new information. Research commissioned by NASA found that after just a few days of vacation,
people’s reaction time jumps by an astonishing 80%.
Studies on creativity have found that spending time outdoors and traveling to a foreign country —
two activities people commonly engage in when they go on vacation — are among the most effective
ways of finding fresh perspectives and creative solutions. Simply put, you’re far more likely to have
HBR’s 10 Must Reads on
Managing Yourself
MANAGING YOURSELF BOOK
$24.95 ADD TO CART
SAVE � SHARE
a breakthrough idea while lounging on a beach in St. Martin than you are while typing away in your
office cubicle.
Vacations are not only a boon to the way we think; they also foster greater life satisfaction. Just last
year, Gallup released an eye-opening study showi ...
Too many modern-day employees describe their work as “soul crushing.” This often refers to
activities that may at one time have been, or could potentially be enjoyable and meaningful. Instead, they have
been rendered joyless. This feeling breaks employee spirit and drains people of a sense of accomplishment. This
type of work crushes motivation and enthusiasm
Once a week insights, features and interviews for HR professionals working in hospitality.
Brexit, 'Karoshi' and burnout - why a culture of wellness has never been more important
Understand the difference between "satisfaction" and "engagement" plus what process I believe will get the most engagement levels for human capital within organisations.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
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Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
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.
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.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...
Gptw nigeria newsletter
1. GREAT WORKPLACES
Monthly E- Newsle er
July 2021
EDITOR'S NOTE:
We are delighted to present the maiden edi on of GREAT
WORKPLACES, our monthly e-newsle er, where we
celebrate Companies and the Cultures that make
organiza ons great places to work. There's no be er me
than this July when we can look back at how organiza ons
become Great Workplaces having the me le of Trust,
Camaraderie and all the other ingredients of great
workplaces. We sincerely hope that in the weeks to come,
your organiza on will add boosters to your thrust!
How do you build a great place to
work?
By Otamere Elegon, GPTW Country Head
How to Relieve Stress: Tips for
Employees, Line Managers and
Organiza ons
By George Ndugbu
Having commenced the second half of 2021, it is only prudent to
take stock of where we are as organisa ons, and what we have
achieved thus far. Ques ons like, how far have we faired? Where
did we drop the ball? When we dropped the ball, did we pick it
up again, or leave it there feeling discouraged, or probably even
passed or shared the blame for the failure with others? Also, It is
important as organisa ons to want to know if the targets set for
the end of the year are s ll achievable or whether there is a
need to reevaluate upwards or downwards.
A lot of mes organisa ons are quick to only look at the Strategic
goals to determine if organiza onal goals are being met. This is
commendable. However, do you know what would be excellent,
and near perfect? It would be for company execu ves to also
look at their organiza on’s Culture goals side by side the
Strategic goals because while Strategy defines direc on and
focus, Culture is the habitat in which Strategy lives or dies (don’t
worry I would not use the famous quote, ” Culture eats strategy
for breakfast”, Oh I just did!), and this has been proven me and
again.
Our Understanding of this fact is what has driven us as an
organisa on globally, for the last 40 years! Our quest to improve
employee experience across the whole spectrum of the
organisa on has made us the No.1 global research, analy cs,
consul ng and training firm that helps organiza ons iden fy,
create, promote and sustain great workplaces through the
development of high-trust workplace cultures. How did this all
begin!
History: A Legacy of Four Decades
A quick delve into our history would provide some insights into
how great workplaces are built.
Great Place to Work® began with an unexpected discovery. In
1981 a New York editor asked two business journalists – Robert
Levering and Milton Moskowitz – to write a book called ‘The 100
Best Companies to Work for in America’. Though the pair were
skep cal of finding 100 companies that would qualify, they
agreed, star ng a journey that would lead to 40 years of
researching, recognizing, and building great workplaces.
Con nue in the next page >>>
The main task of organisa ons is to create an environment
where employees feel comfortable saying “I’m struggling”-
knowing that this is not a sign of weakness, but of strength.
First things first: stress is not necessarily a bad thing, nor a
mental health issue in itself. Yes, significant acute stress feels
overwhelmingly unpleasant in the moment, and over me
chronic stress can lead to burnout in the worst case, but no
stress isn’t an op mal scenario either.
Moderate amounts of well-managed stress can indeed boost
your wellbeing by providing a sense of challenge, mo va on
and growth. Think of the nerves felt before giving an important
presenta on or speech – this is good stress (also known as
eustress), pushing you to be your best.
The key is keeping stress levels in this middle range of the
spectrum.
Secondly, stress affects us all differently, and we also deal with it
differently. As with most things, this is not a one-size-fits-all
scenario; only you individually can know what works for you.
Since stress levels inevitably fluctuate in our personal and
professional lives, func onal coping mechanisms are key to
ensuring it doesn’t get the be er of us. Effec ve stress relievers
are numerous and varied in nature, typically involving exercise,
social interac on and crea ve ac vi es such as music, reading,
wri ng, cooking or even handicra s – all of which possess a
therapeu c element counterac ng the build-up of stress.
It’s important to find the ac vity that resonates with you, and
build habits to integrate those stress relievers into your daily
work-life balance. As these eventually become second nature,
stress bus ng habits will guard your resilience and ability to
cope. For more acute situa ons, relaxa on exercises involving
deep breathing and mindfulness can give immediate relief to an
overexcited stress response.
2. >>> Con nua on from previous page
What was the core insight uncovered by the pair’s extensive research? It was that
the key to crea ng a great workplace was not a prescrip ve set of employee
benefits, programs, and prac ces, but the building of high-quality rela onships in
the workplace — rela onships characterized by trust, pride, and camaraderie.
These rela onships weren’t a “so ” ac vity, but key drivers that help improve an
organiza on’s business performance. The role of trust in the workplace became
core.
These insights led to the founding of Great Place to Work® Ins tute. Business
leaders around the world adopted the Ins tute’s models and methodology as a
valuable way to measure and create great workplaces. In 1997, FORTUNE (in the
United States) partnered with the Ins tute’s research arm to produce the world’s
first 100 Best Companies to Work For workplace rankings. Great Place to Work®
gradually opened doors in more than 100 countries around the world with more
growth slated in the coming years.
Today
Today, Great Place to Work® Ins tute partners with many of the most successful
and innova ve businesses around the world to create, study, and recognize great
workplaces. During the course of a typical year, Great Place To Work works with
more than 10,000 organiza ons, represen ng over 10 million employees. These
partnerships con nually build our unique exper se, including our mul -industry
workplace culture benchmarking and best prac ce databases. Our premiere Best
Workplaces lists are published or distributed by market-leading news media
around the world, to an audience of more than 25 million readers. The
combina on of this direct advisory work and media coverage is all core to how we
create a be er society by helping companies transform their workplaces.
Great Place To Work Nigeria has been in the business of cer fying companies as
great workplaces since 2012. We have also helped companies become great
workplaces through various interven ons we have put in place for these
companies.
Being in the second half of 2021 it is appropriate that you ask yourself some
per nent ques ons as business execu ves or human resources leaders; Is my
Company a Great Place To Work? What key quali es make my organisa on a great
place to work? What is the level of Trust within my organisa on? How can I know
for certain that employees in my organisa on are willing to give their personal
best for the good of the organisa on?
These and many more can be determined through the Great Place To Work
Employee Engagement Trust Index Survey.
Email:
NG_info@greatplacetowork.com
Nigeria Address:
9B Adedotun Dina Street,
Maryland Lagos, Nigeria
Employee Wellbeing in a
Post COVID-19 World
By Lloyd
In most parts of the world, the effects of
covid-19 are yet to wear off and economies and
social life are just revving up. Even for Nigeria
where, like some parts of Africa, the situa on
was nowhere as severe as in Europe and
America, social life is yet to get back fully to
pre-COVID ac vi es. It becomes easy to see how
the near absence of this impacts the overall
wellbeing of employees in organiza ons.
Presently, facili es like the Na onal Stadium,
gyms, pools, etc are closed. As part of the
covid-19 protocol by the Presiden al Task Force
(PTF), Night Clubs, Parks are to be closed to
check the impact of the much touted “second
wave”. Every aspect of social life has people
clinging to it for dear life, as it were: mental
health, physical health
The impact of a regimented social life or a near
lack of it reflects on the workplace. How are
people able to balance work and life without
visi ng their favorite pubs, working out in the
gym, discussing in large groups? A poll
conducted with 2000 people showed that
physical exercise dropped by 25%. Physical
wellbeing seems to have been affected
greatly. The impact of this deficiency on society
will inadvertently be felt in the output at work
and this will affect produc vity some mes
significantly.
The way out will be that Companies must begin
to look inwards towards providing alterna ves
that will provide a bridge over the gap created by
one of the world’s most deadly diseases. Since
the workplace can be a fun place as much as it is
a serious place, HR managers can look towards
crea ng environments for relaxa on within the
work se ng. Mini gyms, a small bar (even if
non-alcoholic), an a er-work comedy skit, a
controlled picnic (within the ambit of the
covid-19 protocols), etc.
Right atmospheres have ways of bringing out the
best in employees. Companies must work to
provide the right atmosphere for be er
produc vity.
Telephone:
+2348138641300 +2348034023883
+2348033540194 +2348104373764