It's obvious that happiness plays a key role in our lives. A study of over 250,000 people found that happiness leads to many positive benefits, including: higher income, more productivity, higher energy, better relationships, and better health.
Surprisingly, it's not success that causes happiness, but being happy that tends to lead to success. Studies have identified three common factors that can increase our happiness at work—and in life.
Autonomy
Employees with autonomy—whether managing their own time or deciding what they work on and when—have greater job satisfaction and report more fulfilling lives.
People with high income but little autonomy are usually much less happy than people with low income but control over what they do.
Finding ways to control your work with time-management skills and productivity tools can bring peace to your schedule and happiness to your job.
Purpose
We want to feel that we matter and that we make a difference. Data from 11,000 U.S. workers showed that the strongest predictor of meaningfulness at work was the belief that the job had a positive impact on others.
Finding meaning in what you do gives longterm inner satisfaction.
Mastery
One common habit of people who are happy at work is that they identify their strengths and skills and are committed to continuously improving as a lifetime goal.
Acquiring a new skill or improving one you already have is easier than ever thanks to on-demand elearning sites. For example, you can learn: software, leadership, finance, and more whenever and wherever you like and learn from top instructors who meet you where you’re at—beginner, advanced, or anywhere in between—to boost your confidence, keep you happy, and get the job done!
lynda.com and other elearning platforms aid mastery by reproducing the best teacher experiences. Great teachers offer knowledge, but also much more: motivation, confidence, and a boost of positivity—all of which really make learning stick!
Learn more: http://www.lynda.com/Business-training-tutorials/29-0.html
It's obvious that happiness plays a key role in our lives. A study of over 250,000 people found that happiness leads to many positive benefits, including: higher income, more productivity, higher energy, better relationships, and better health.
Surprisingly, it's not success that causes happiness, but being happy that tends to lead to success. Studies have identified three common factors that can increase our happiness at work—and in life.
Autonomy
Employees with autonomy—whether managing their own time or deciding what they work on and when—have greater job satisfaction and report more fulfilling lives.
People with high income but little autonomy are usually much less happy than people with low income but control over what they do.
Finding ways to control your work with time-management skills and productivity tools can bring peace to your schedule and happiness to your job.
Purpose
We want to feel that we matter and that we make a difference. Data from 11,000 U.S. workers showed that the strongest predictor of meaningfulness at work was the belief that the job had a positive impact on others.
Finding meaning in what you do gives longterm inner satisfaction.
Mastery
One common habit of people who are happy at work is that they identify their strengths and skills and are committed to continuously improving as a lifetime goal.
Acquiring a new skill or improving one you already have is easier than ever thanks to on-demand elearning sites. For example, you can learn: software, leadership, finance, and more whenever and wherever you like and learn from top instructors who meet you where you’re at—beginner, advanced, or anywhere in between—to boost your confidence, keep you happy, and get the job done!
lynda.com and other elearning platforms aid mastery by reproducing the best teacher experiences. Great teachers offer knowledge, but also much more: motivation, confidence, and a boost of positivity—all of which really make learning stick!
Learn more: http://www.lynda.com/Business-training-tutorials/29-0.html
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).
We believe the only way to scale out Percolate is to distribute decision making out to the edges. That means we ask each and every person in the company to make decisions on behalf of the organization on a regular basis, without necessarily going to their manager to get advice or approval. Their guide instead must be the company’s culture. This values document is an attempt to officially record the values that we believe make Percolate great. Each value is paired with a question that anyone within Percolate could ask themselves to help them understand whether the decision they’re making is aligned with the company.
The rubric we used to write and judge these values is:
1) Enables someone actually make a decision in the moment: a question to ask yourself to know whether you’re living up to that value. An algorithm for making decisions.
2) Aimed at our constituents: employees, customers, and partners.
3) Something that someone can disagree with: generic values don’t help anyone understand anything.
4) Something that can fit in a picture frame or is tweetable: the goal is for these values to sit on a wall in every office around the world.
With that, here are the Percolate Values:
GROWING:
Startup = Growth. A startup isn’t determined by size; it’s a company fueled for growth. We must keep this spirit alive.
THOUGHTFUL BY DESIGN:
We aim for thoughtfulness in everything we do. This should be felt by colleagues, clients, and competition.
JUDGE PERCOLATE AGAINST PERCOLATE:
Know that everyone else has a lower bar than we do, never compromise.
SHIPPING > NOT SHIPPING:
Our orientation should always be towards delivery. Shipping, no matter how small, is always better than not.
OWNERSHIP:
You own this company. As we grow, it is your responsibility to ensure that we’re awesome. If it sucks, make it better.
CONSTANT QUESTIONING:
Asking ‘why?’ isn’t just for children. Being curious will make you and this company great.
FOCUSED ON SCALE, BUT WILLING TO DO THINGS THAT DON’T:
Sometimes the best way to reach scale in the long term is to do things that don’t in the short term.
LED BY PRODUCT:
Product is not just what we build, it’s the way we are. Everyone in the company should be thinking in, and building, products.
NOT JUST A JOB:
We want you to look back and feel that Percolate put your career on a new trajectory. You are proud, and you wouldn’t change a thing.
JUST:
At Percolate you are encouraged to run fast, be fearless, and work hard. If you make a mistake, let’s all learn from it.
What do you think? If you believe in our values and would like to come work with us, please get in touch.
percolate.com/jobs
The real reasons why happiness at work is so importantVartika Kashyap
Happiness at work is important for any business. Happy staff are far more productive, creative, and engaged. Keeping in mind that we all spend maximum time of our day at work, with our colleagues, stranded at our workstations, it becomes imperative that we find happiness at workplace. Check out this presentation to know why happiness at work is important and how to keep your employees happy at work.
At Veritas Total Solutions, we our people are our most important asset. We created out Culture Code to help recruit, hire and retain the right people. We want people that work for Veritas or may be looking to work for Veritas understand the core values that we encourage.
Happiness at Work- the 5 Most Important ThingsEd Redard, MD
What are the 5 most important things for a great work environment and healthy working relationships? Is it good pay, benefits, advancement opportunities, or a great job title? The answer of what is REALLY important for happiness at work may surprise you!
Personality Lingo offers a unique method of identifying each persons personality style and the personality style of those with whom you work. Understanding and appreciating our styles authentic values, strengths and stressors if the first step to a harmonious work environment.
Learn how to facilitate this activity and much more in the Personality Lingo Basic Training Kit - Certification is optional! The Personality Lingo Basic Training Kit gives EVERYTHING a trainer needs to facilitate a 3 hour presentation including a training manual, slide show, personality test, and reproducible participant handouts.
To learn more go to: http://personalitylingo.com/personalitytrainingcertificationkit/
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.
You know those little things that just make your day?
A good conversation with a colleague or a great cup of coffee; happiness is in the small things.
Here are 14 little things that you can try to make your workday happier!
10 Best Practices of a Best Company to Work ForO.C. Tanner
What does it take to be named a Best Company to Work for by FORTUNE magazine? For starters, a winning culture, collaboration, and creating an environment for learning and growth. Take a look at these slides for more ideas!
How Hybrid Work Impacts the Employee ExperienceBambooHR
Join BambooHR and VerifiedFirst for a session on how the hybrid workforce model impacts the employee experience and how your organization can use this time to improve employee satisfaction.
Method of measuring job satisfaction
Generally there are 2 methods
simple global rating and summation
and also a 3rd personal interview for extreme circumstances.
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).
We believe the only way to scale out Percolate is to distribute decision making out to the edges. That means we ask each and every person in the company to make decisions on behalf of the organization on a regular basis, without necessarily going to their manager to get advice or approval. Their guide instead must be the company’s culture. This values document is an attempt to officially record the values that we believe make Percolate great. Each value is paired with a question that anyone within Percolate could ask themselves to help them understand whether the decision they’re making is aligned with the company.
The rubric we used to write and judge these values is:
1) Enables someone actually make a decision in the moment: a question to ask yourself to know whether you’re living up to that value. An algorithm for making decisions.
2) Aimed at our constituents: employees, customers, and partners.
3) Something that someone can disagree with: generic values don’t help anyone understand anything.
4) Something that can fit in a picture frame or is tweetable: the goal is for these values to sit on a wall in every office around the world.
With that, here are the Percolate Values:
GROWING:
Startup = Growth. A startup isn’t determined by size; it’s a company fueled for growth. We must keep this spirit alive.
THOUGHTFUL BY DESIGN:
We aim for thoughtfulness in everything we do. This should be felt by colleagues, clients, and competition.
JUDGE PERCOLATE AGAINST PERCOLATE:
Know that everyone else has a lower bar than we do, never compromise.
SHIPPING > NOT SHIPPING:
Our orientation should always be towards delivery. Shipping, no matter how small, is always better than not.
OWNERSHIP:
You own this company. As we grow, it is your responsibility to ensure that we’re awesome. If it sucks, make it better.
CONSTANT QUESTIONING:
Asking ‘why?’ isn’t just for children. Being curious will make you and this company great.
FOCUSED ON SCALE, BUT WILLING TO DO THINGS THAT DON’T:
Sometimes the best way to reach scale in the long term is to do things that don’t in the short term.
LED BY PRODUCT:
Product is not just what we build, it’s the way we are. Everyone in the company should be thinking in, and building, products.
NOT JUST A JOB:
We want you to look back and feel that Percolate put your career on a new trajectory. You are proud, and you wouldn’t change a thing.
JUST:
At Percolate you are encouraged to run fast, be fearless, and work hard. If you make a mistake, let’s all learn from it.
What do you think? If you believe in our values and would like to come work with us, please get in touch.
percolate.com/jobs
The real reasons why happiness at work is so importantVartika Kashyap
Happiness at work is important for any business. Happy staff are far more productive, creative, and engaged. Keeping in mind that we all spend maximum time of our day at work, with our colleagues, stranded at our workstations, it becomes imperative that we find happiness at workplace. Check out this presentation to know why happiness at work is important and how to keep your employees happy at work.
At Veritas Total Solutions, we our people are our most important asset. We created out Culture Code to help recruit, hire and retain the right people. We want people that work for Veritas or may be looking to work for Veritas understand the core values that we encourage.
Happiness at Work- the 5 Most Important ThingsEd Redard, MD
What are the 5 most important things for a great work environment and healthy working relationships? Is it good pay, benefits, advancement opportunities, or a great job title? The answer of what is REALLY important for happiness at work may surprise you!
Personality Lingo offers a unique method of identifying each persons personality style and the personality style of those with whom you work. Understanding and appreciating our styles authentic values, strengths and stressors if the first step to a harmonious work environment.
Learn how to facilitate this activity and much more in the Personality Lingo Basic Training Kit - Certification is optional! The Personality Lingo Basic Training Kit gives EVERYTHING a trainer needs to facilitate a 3 hour presentation including a training manual, slide show, personality test, and reproducible participant handouts.
To learn more go to: http://personalitylingo.com/personalitytrainingcertificationkit/
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.
You know those little things that just make your day?
A good conversation with a colleague or a great cup of coffee; happiness is in the small things.
Here are 14 little things that you can try to make your workday happier!
10 Best Practices of a Best Company to Work ForO.C. Tanner
What does it take to be named a Best Company to Work for by FORTUNE magazine? For starters, a winning culture, collaboration, and creating an environment for learning and growth. Take a look at these slides for more ideas!
How Hybrid Work Impacts the Employee ExperienceBambooHR
Join BambooHR and VerifiedFirst for a session on how the hybrid workforce model impacts the employee experience and how your organization can use this time to improve employee satisfaction.
Method of measuring job satisfaction
Generally there are 2 methods
simple global rating and summation
and also a 3rd personal interview for extreme circumstances.
Change. Commitment. Complacency. Most organizations struggle with at least one of those issues, while disengaged workforces often grapple with all three. Joe Mechlinski unlocks the secrets to employee engagement by tapping into the power and wisdom of the brains in the head, heart and gut. Discover how something as basic as the biology of our bodies shapes our motivation, behaviors, and decisions so we can inspire greater connections at work and revive personal competency, reliability and sincerity.
When we talk about mindfulness at work, we often discuss specific practices that we can embed, like meditation. But what cultural pre-conditions are necessary or helpful to build a foundation for mindful practices to thrive? How do you build a mindful organizational culture where the individuals, teams, and organizational philosophy are uniquely experienced but still collectively aligned?
This workshop reveals how the tenets of mindfulness—namely awareness and intention setting—can be used to help design successful organizational cultures. The session will teach concrete tools to set intention and define purpose at three levels: individual, team, and organization. Brad Wolfe, from the Zappos-inspired culture consulting firm Delivering Happiness, will draw on his work with Twitter to provide a clear understanding of how to create a deeper sense of meaning and authenticity at work and how an organization can use a mindful culture as a unique competitive advantage.
Who is BankVic? What is our culture? How do we do 'Banking with Heart'?
All credit and thanks for this great concept goes to Hubspot and their Culture Code.
For All Summit 2022: OC Tanner Focus SessionJustinBoo1
Hear from the Chief Marketing & People Officer and Wellbeing & Safety Leader, as they share how their history of hiring refugees has taught them to look beyond basic DE&I efforts to practices that focus on transformative belonging, community, and employee fulfillment.
Carlos Piera "Global Happiness Navigator" vastaa Delivering Happiness -organisaation maailmanlaajuisen partneriverkoston rakentamisesta. Hän kertoo, miksi onnellisuus on tärkeää liiketoiminnassa sekä siitä, mitä DH tekee, miten ja miksi.
PowerPoint slides used by Values Coach CEO and Head Coach Joe Tye in presentation for the executive leadership team of HCA South Atlantic Division, 12-05-2018.
In 2011, Allegory – a small marketing firm with a passion for building brands – wanted to buy the URL www.CultureCode.com. It’s where we planned to launch products and services that would help organizations uncover their unique culture by identifying their underlying patterns, strengths and passions. The URL was taken.
Fast forward four years and we launched our system of tools under the name CultureTalk (www.culturetalk.com). Born at the intersection of culture and communications, our #CultureCode speaks both to our big vision of helping individuals and organizations realize their true potential and from the heart of little agency where it all began.
Storytelling, Evangelism, and Behind the Seams: Establishing a Social Culture...LinkedIn Talent Solutions
With employees now more socially relevant than their CEO, companies need to socially activate their talent to spread career experiences and stories that’ll make people want to be a part their culture. Adobe and lululemon athletica share how they shited from storytelling to employee evangelism by training and enabling employees to be social brand champions.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
En septembre 2015, HEC Business School de l'Université de Liège et Happyformance lance Happynomics, le premier programme post-universitaire dédié au Bonheur au Travail. Cette première mondiale permettra aux participants de rencontrer 8 binômes Académiques / Business, de s'inspirer des meilleures approches et de travailler, en intelligence collective, des problématiques rencontrées dans leur quotidien. Plus d'informations : laurence@happyformance.com
A business strategy based on happiness at work is profitable and sustainable.
Happyformance, founded by Laurence Vanhee in 2013, helps you to translate the happy equation "Freedom + Responsibility = Happiness + Performance" into your business reality.
Happy workers make happy customers/citizens/patients/... who make happy shareholders/stakeholders. Don't wait to experience this efficient, empowering, healthy way of doing business.
You want to know more? Contact Laurence via email laurence@happyformance.com or twitter @Happy_Laurence
Talent Avenue est une plateforme d'échange de talents. Conçue par HREPS (http://www.peoplesphere.be/hreps/fr/) et développée par LinkedIn, Talent avenue ets une première mondiale dans la mobilité des talents, des expertises et des compétences.
Mise à la disposition du secteur public belge, elle sera ouverte en septembre 2013 au secteur privé et à l'international.
Plus d'infos? www.talentavenue.be
jpe@peoplesphere.be
laurence.vanhee@gmail.com
Why should we transform HR?
Because we work with people, with adults, not with numbers - resources - capital share.
Because we are living in 2012, no more in 1980. Technology, flexible work environment and communication tools (2.0) can help HR to burn their Rube Goldberg machines.
Because we know that happier people are working better, faster, with more creativity for better results.
Because HR people exist to be helpful to people, teams and organisation; they don't exist for themselves.
Because HR people are also entitled to be happy at work and to spread happiness around them.
Let's transform HR onto #HappyHR
La plupart des organisations utilisent ou se demandent si elles se lancer dans de la gestion de compétences.
Bullshit.
Développez une nouvelle classe de leaders. Pensez KISSSS. Soyez un RH agile. Utilisez du SaaS.
Vous alley rendre vos leaders heureux, vos employés heureux, votre équipe RH heureux et donc plus performants.
Most companies use or think about setting up a competency management system.
Bullshit.
Develop a new class of leaders, think KISSSS, be result oriented and use SaaS.
You will make your business managers happy, your employees happy, your HR team happy.
Talent Management is a new 2.0 platform, hosted by LinkedIn. Talent Avenue makes the development of Talents in the Belgian Public sector smooth and attractive. Launched in Nov 12, Talent Avenue will allow participating civil agencies and their employees to share knowledge, experiences and to develop their talent(s).
Talent Avenue is an initiative of HREPS, a Belgian Think tank gathering top managers from Public Sector. Talent avenue is powered by PeopleSphere, LinkedIn and HREPS partners.
Human Heritage Development 2.0 : an advanced HRM strategy. That's the way we live and work at the Belgian Social Security (Twitter : @Fodsz, @spfsécu, @mysexyworkplace)
Presentation given by Laurence Vanhee, Human Heritage developer (formerly know as HR Director) during the 19th mRH Congress in Edinburgh.
Présentation FR sur le futur du travail.
Réalisée en 2004 et brossant les tendances pour les 10 années à venir.
9 ans plus tard, cela reste étonnamment d'actualité.
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
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.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
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
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.
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
Experience unparalleled EXTENDED STAY and comfort at Skye Residences located just minutes from Toronto Airport. Discover sophisticated accommodations tailored for discerning travelers.
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Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
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.
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.
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
3. Passion is the energy that keeps us going,
that keeps us filled with meaning, and happiness, #
and excitement, and anticipation.
Passion is a powerful force in accomplishing anything #
you set your mind to, and in experiencing work #
and life the fullest extent possible
(Dave Kerpen)
"
"
4. When I grow up,
I’ll be Daft Punk
(Cyril Niego)
5. Exessive
workload
in
a
speci2ic
context
:
-‐
no
respect
-‐
changing
rules
-‐
«
déshumanisé
»
And then we grew up…
24. COMPONENTS
TO
HAPPINESS
SET POINT
50%
Happiness composants
ENVIRONMENT
10%
OWN CHOICE
40%
S.
Lyubomirsky
25. Happiness composants
• Set point:
• the central or expected value within a person's set range;
• genetically determined;
• stable over time;
• immune to influence.
• Environment:
• national, geographic, and cultural region
• demographic factors
• personal history/life events
• life status variables
• Own choice:
• behavioral
• cognitive
• motivational.
27. « The new Belgian legislation
on psychosocial aspects
of work avoids ‘accusing’,
but instead makes
every actor responsible
in the enterprise
for creating an atmosphere
in which people are
mutually respectful
and enjoy going to work »
Monica De Coninck