The IESE FAMILY-RESPONSIBLE EMPLOYER INDEX analyzes the implementation level of flexibility and work-family reconciliation policies in companies, their effect on its employees and on the organization itself.
In 2010, a new version of the questionnaire was developed. The IFREI 1.5, addressed to all employees of the company, measures the impact that policies, the supervisor and culture have on the organizational and individual results. It has involved more than 5,000 people in 23 countries
This IFREI Report presents data from Europe, gathered during 2011.
Considering sustainable development exclusively from an economic, social and environmental perspective would leave aside key aspects that affect people and condition their quality of life and the future of society.
The solution to these challenges is to recognize and strengthen the role of families in social development, and promote the implementation of policies, strategies and effective programs at the community level.
IESE Business School is a pioneer in matters of work and family reconciliation. In order to study these issues, it founded in 1999 the International Center for Work and Family (ICWF), directed by Dr. Nuria Chinchilla. Its purpose is to promote, in the business environment, the type of leadership, culture and reconciliation policies that facilitate the integration of the employees’ professional, family and personal life.
To this end, the ICWF has developed the IFREI, an instrument that measures the degree of Family Responsibility of Companies and their impact on outcomes, individuals, families, and the whole of society.
This IFREI Report presents data from Africa, gathered during 2011.
Considering sustainable development exclusively from an economic, social and environmental perspective would leave aside key aspects that affect people and condition their quality of life and the future of society.
The solution to these challenges is to recognize and strengthen the role of families in social development, and promote the implementation of policies, strategies and effective programs at the community level.
IESE Business School is a pioneer in matters of work and family reconciliation. In order to study these issues, it founded in 1999 the International Center for Work and Family (ICWF), directed by Dr. Nuria Chinchilla. Its purpose is to promote, in the business environment, the type of leadership, culture and reconciliation policies that facilitate the integration of the employees’ professional, family and personal life.
To this end, the ICWF has developed the IFREI, an instrument that measures the degree of Family Responsibility of Companies and their impact on outcomes, individuals, families, and the whole of society.
This IFREI Report presents data from Africa, gathered during 2011.
The Changing Nature of Managementin Child Care Centres in Qu.docxmamanda2
The Changing Nature of Management
in Child Care Centres in Queensland:
A Review of Directors’ Perspectives
Hannele Nupponen
The aim of this paper is to produce an understanding of directors’ work; perceptions of
their role as managers in the centre; their experiences; and the nature of management
within the context of the child care field in a complex social, legislative and economic
climate. In the current context of the delivery of child care services in a market-driven
climate, the language of business and organisational theory has entered the lexicon of the
early childhood field. The findings indicate that the director of a child care centre needs
to have knowledge, skills and experience in business management to enhance their
competencies for management of centres in today’s competitive environment.
Introduction
Centre-based child care services in Queensland, Australia are regulated under the
Child Care Act 2002 (Qld) and Child Care (Child Care Centres) Regulations 2003.
Child care centres in Australia are required to participate in the National Childcare
Accreditation Quality Improvement System to be eligible for Childcare Benefit, which
is a fee subsidy to offset fees paid by the parents. This accreditation system has been
operational since 1994, and is the first of its kind in the world, where funding is
linked to centre performance.
Practitioners and researchers alike in the early childhood field are probably aware
that management issues in child care services have received increasing attention in the
past two decades because of the demand for, and the expansion of, service provision
in formal child care settings, such as long-day care centres. The Australian
Government, Department of Family and Community Services (2002) Census of
Child Care Services showed that in Queensland alone 14,576 children younger than
12 years old attended community-based long-day care services (total number of
children younger than 12 years of age in community-based long-day care services in
Hannele Nupponen is at Queensland University of Technology. Correspondence to: Dr Hannele Nupponen, 258
Miller Road, Logan Village Qld 4207, Australia. Tel: 61 7 55 468843; Email: [email protected]
ISSN 1357-5279 print/1476-489X online/06/040347-17 # 2006 The Child Care in Practice Group
DOI: 10.1080/13575270600863259
Child Care in Practice
Vol. 12, No. 4, October 2006, pp. 347 �363
Australia was 107,317) and 65,108 children younger than 12 years of age attended
private long-day care services (total number of children younger than 12 years of age
in private long-day care services in Australia was 200,815). Consequently interest in
the management of child care services has increased, evidenced by the range of
professional child care publications in the 1990s (for example, see Farmer, 1995;
Hayden, 1999; Rodd, 1998).
Many developments have occurred in the provision and delivery of child care
services for young children and their fami.
THE HEAD START PARENT, FAMILY, AND COMMUNITY .docxoreo10
THE HEAD START PARENT,
FAMILY, AND COMMUNITY
ENGAGEMENT FRAMEWORK
PROMOTING FAMILY ENGAGEMENT
AND SCHOOL READINESS,
FROM PRENATAL TO AGE 8
U.S. Department of Health
and Human Services
Administration for Children
and Families
Office of Head Start
R
This document was prepared under Contract no. GS-10F-0311K of the Office of
Head Start, Administration for Children and Families, U.S. Department
of Health and Human Services, by the Head Start Resource Center,
1000 Wilson Blvd., Suite 1000, Arlington, VA 22209.
DEPARTMENT OF HEALTH & HUMAN SERVICES
ADMINISTRATION FOR CHILDREN AND FAMILIES
370 L'Enfant Promenade, S.W.
Washington, D.C. 20447
August 15, 2011
Dear Head Start Colleagues,
I am pleased to introduce the Head Start Parent, Family and Community Engagement (PFCE)
Framework, the first of its kind. The Parent, Family and Community Engagement Framework
provides programs with a research based, organizational guide for implementing relevant Head
Start Program Performance Standards. The PFCE Framework marks the beginning of a new
wave of technical assistance resources that will be made available to programs in the coming
year through the National Center on Parent, Family and Community Engagement.
Because supporting children's school readiness is an ongoing partnership between staff and
families, the PFCE Framework is a tool that all staff and families can use. I invite you to review
this valuable resource and to consider ways to improve and promote parent and family
engagement in your program. The PFCE Framework can be used in program-wide strategic
planning, program design and management, systems of continuous improvement, professional
development for staff, and with governing bodies and parent groups. It can be used to help
improve program services or to inform community partners about Head Start parent and family
engagement goals and the importance of those goals for school readiness.
Families play a critical role in helping their children be ready for school and for a lifetime of
academic success, and Head Start and Early Head Start programs are valuable partners with
families in this endeavor. Head Start Parent Involvement has continually evolved since its
inception in 1965. The Head Start Parent, Family and Community Engagement Framework
begins the next chapter in Head Start's long history of leading the field in engaging families and
supporting children's ongoing learning and development.
Thank you for the work you do every day for children and families.
-
THE HEAD START PARENT, FAMILY, AND
COMMUNITY ENGAGEMENT FRAMEWORK
ENGAGING FAMILIES—PRENATAL TO AGE 8
Parent and family engagement in Head Start/Early Head
Start (HS/EHS) is about building relationships with families
that support family well-being, strong relationships
between parents and their children, and ongoing learning
and development for both parents and children. The
P ...
Between March 2004 and March 2011, the Family and Parenting Institute managed the Parenting Fund on behalf of successive UK governments. The parenting fund was the largest and most successful scheme ever to support UK parenting.
The Parenting Fund provided support to a web of grassroots organisations across the country which, in turn, supported the most vulnerable families in their communities. The families who were helped were experiencing problems including intergenerational unemployment, relationships marked by conflict, drink and drug abuse, and frequent contact with the police.
This report examines the success of the fund and the Family and Parenting Institute’s role in administering funding
II International Forum on Preventive Culture was held on 5 and 6 May, 2010 in Canary Islands. Topic of presentation: "Corporate Social Responsibility and Workers’ Health – return to work".
II Foro Internacional de la Cultura Preventiva, se celebró los días 5 y 6 de mayo 2010 en las Islas Canarias. Tema de la presentación: "La Responsabilidad Social Corporativa y la Reincorporación al Trabajo".
The business case for work life integration solutionsSeventeenHundred
Why implement work-life initiatives in your organisation? Because employees who are less stressed and more engaged are more productive leading to cost savings as a result of reduced turnover and absenteeism.
Diversidad y talento de hombres y mujeres sept 2013Mireia Las Heras
¿Están las compañías sacando el mejor partido del talento femenino y masculino? ¿Se forma, se fideliza y se promociona a aquellas personas que pueden contribuir más en todos los aspectos? Una empresa que no forma, promociona y desarrolla tanto a mujeres como a hombres está infravalorando a unos y a otros.
El 65 % de los ejecutivos en España y el 61% de los Latinoamericanos en la muestra del estudio (ver anexo 1) están de acuerdo en que la diversidad es un valor añadido. Por lo tanto comprenden que la diversidad es importante para que sus empresas sean eficientes en sus operaciones y justas con sus empleados y las comunidades en las que operan (ver figura 1). Sin embargo en esas mismas empresas, a pesar de que sí que están presentes (ver figura 2), siguen habiendo muy pocas mujeres en puestos directivos relevantes (ver figura 3)
La comparación de los datos de la figura 2 y 3 nos da una foto representativa de la realidad española y latinoamericana: la mayoría de las empresas atraen talento diverso y lo contratan. Esto es un paso adelante y es una mejora considerable respecto a décadas precedentes. Sin embargo, sólo una parte muy pequeña de esas empresas lo fidelizan y promocionan de modo que lleguen a formar parte de los órganos directivos y decisorios de la empresa.
Los cambios sociológicos, laborales, tecnológicos y legislativos han llevado a que cuatro generaciones estén conviviendo en nuestras empresas. Este estudio da respuesta a algunas preguntas como por ejemplo:
¿Qué dificultades conlleva la convivencia intergeneracional en el día a día de la organización?
¿Qué oportunidades presenta dicha convivencia intergeneracional?
¿Qué características comparten?
¿Qué competencias están más desarrolladas en cada edad?
The Changing Nature of Managementin Child Care Centres in Qu.docxmamanda2
The Changing Nature of Management
in Child Care Centres in Queensland:
A Review of Directors’ Perspectives
Hannele Nupponen
The aim of this paper is to produce an understanding of directors’ work; perceptions of
their role as managers in the centre; their experiences; and the nature of management
within the context of the child care field in a complex social, legislative and economic
climate. In the current context of the delivery of child care services in a market-driven
climate, the language of business and organisational theory has entered the lexicon of the
early childhood field. The findings indicate that the director of a child care centre needs
to have knowledge, skills and experience in business management to enhance their
competencies for management of centres in today’s competitive environment.
Introduction
Centre-based child care services in Queensland, Australia are regulated under the
Child Care Act 2002 (Qld) and Child Care (Child Care Centres) Regulations 2003.
Child care centres in Australia are required to participate in the National Childcare
Accreditation Quality Improvement System to be eligible for Childcare Benefit, which
is a fee subsidy to offset fees paid by the parents. This accreditation system has been
operational since 1994, and is the first of its kind in the world, where funding is
linked to centre performance.
Practitioners and researchers alike in the early childhood field are probably aware
that management issues in child care services have received increasing attention in the
past two decades because of the demand for, and the expansion of, service provision
in formal child care settings, such as long-day care centres. The Australian
Government, Department of Family and Community Services (2002) Census of
Child Care Services showed that in Queensland alone 14,576 children younger than
12 years old attended community-based long-day care services (total number of
children younger than 12 years of age in community-based long-day care services in
Hannele Nupponen is at Queensland University of Technology. Correspondence to: Dr Hannele Nupponen, 258
Miller Road, Logan Village Qld 4207, Australia. Tel: 61 7 55 468843; Email: [email protected]
ISSN 1357-5279 print/1476-489X online/06/040347-17 # 2006 The Child Care in Practice Group
DOI: 10.1080/13575270600863259
Child Care in Practice
Vol. 12, No. 4, October 2006, pp. 347 �363
Australia was 107,317) and 65,108 children younger than 12 years of age attended
private long-day care services (total number of children younger than 12 years of age
in private long-day care services in Australia was 200,815). Consequently interest in
the management of child care services has increased, evidenced by the range of
professional child care publications in the 1990s (for example, see Farmer, 1995;
Hayden, 1999; Rodd, 1998).
Many developments have occurred in the provision and delivery of child care
services for young children and their fami.
THE HEAD START PARENT, FAMILY, AND COMMUNITY .docxoreo10
THE HEAD START PARENT,
FAMILY, AND COMMUNITY
ENGAGEMENT FRAMEWORK
PROMOTING FAMILY ENGAGEMENT
AND SCHOOL READINESS,
FROM PRENATAL TO AGE 8
U.S. Department of Health
and Human Services
Administration for Children
and Families
Office of Head Start
R
This document was prepared under Contract no. GS-10F-0311K of the Office of
Head Start, Administration for Children and Families, U.S. Department
of Health and Human Services, by the Head Start Resource Center,
1000 Wilson Blvd., Suite 1000, Arlington, VA 22209.
DEPARTMENT OF HEALTH & HUMAN SERVICES
ADMINISTRATION FOR CHILDREN AND FAMILIES
370 L'Enfant Promenade, S.W.
Washington, D.C. 20447
August 15, 2011
Dear Head Start Colleagues,
I am pleased to introduce the Head Start Parent, Family and Community Engagement (PFCE)
Framework, the first of its kind. The Parent, Family and Community Engagement Framework
provides programs with a research based, organizational guide for implementing relevant Head
Start Program Performance Standards. The PFCE Framework marks the beginning of a new
wave of technical assistance resources that will be made available to programs in the coming
year through the National Center on Parent, Family and Community Engagement.
Because supporting children's school readiness is an ongoing partnership between staff and
families, the PFCE Framework is a tool that all staff and families can use. I invite you to review
this valuable resource and to consider ways to improve and promote parent and family
engagement in your program. The PFCE Framework can be used in program-wide strategic
planning, program design and management, systems of continuous improvement, professional
development for staff, and with governing bodies and parent groups. It can be used to help
improve program services or to inform community partners about Head Start parent and family
engagement goals and the importance of those goals for school readiness.
Families play a critical role in helping their children be ready for school and for a lifetime of
academic success, and Head Start and Early Head Start programs are valuable partners with
families in this endeavor. Head Start Parent Involvement has continually evolved since its
inception in 1965. The Head Start Parent, Family and Community Engagement Framework
begins the next chapter in Head Start's long history of leading the field in engaging families and
supporting children's ongoing learning and development.
Thank you for the work you do every day for children and families.
-
THE HEAD START PARENT, FAMILY, AND
COMMUNITY ENGAGEMENT FRAMEWORK
ENGAGING FAMILIES—PRENATAL TO AGE 8
Parent and family engagement in Head Start/Early Head
Start (HS/EHS) is about building relationships with families
that support family well-being, strong relationships
between parents and their children, and ongoing learning
and development for both parents and children. The
P ...
Between March 2004 and March 2011, the Family and Parenting Institute managed the Parenting Fund on behalf of successive UK governments. The parenting fund was the largest and most successful scheme ever to support UK parenting.
The Parenting Fund provided support to a web of grassroots organisations across the country which, in turn, supported the most vulnerable families in their communities. The families who were helped were experiencing problems including intergenerational unemployment, relationships marked by conflict, drink and drug abuse, and frequent contact with the police.
This report examines the success of the fund and the Family and Parenting Institute’s role in administering funding
II International Forum on Preventive Culture was held on 5 and 6 May, 2010 in Canary Islands. Topic of presentation: "Corporate Social Responsibility and Workers’ Health – return to work".
II Foro Internacional de la Cultura Preventiva, se celebró los días 5 y 6 de mayo 2010 en las Islas Canarias. Tema de la presentación: "La Responsabilidad Social Corporativa y la Reincorporación al Trabajo".
The business case for work life integration solutionsSeventeenHundred
Why implement work-life initiatives in your organisation? Because employees who are less stressed and more engaged are more productive leading to cost savings as a result of reduced turnover and absenteeism.
Diversidad y talento de hombres y mujeres sept 2013Mireia Las Heras
¿Están las compañías sacando el mejor partido del talento femenino y masculino? ¿Se forma, se fideliza y se promociona a aquellas personas que pueden contribuir más en todos los aspectos? Una empresa que no forma, promociona y desarrolla tanto a mujeres como a hombres está infravalorando a unos y a otros.
El 65 % de los ejecutivos en España y el 61% de los Latinoamericanos en la muestra del estudio (ver anexo 1) están de acuerdo en que la diversidad es un valor añadido. Por lo tanto comprenden que la diversidad es importante para que sus empresas sean eficientes en sus operaciones y justas con sus empleados y las comunidades en las que operan (ver figura 1). Sin embargo en esas mismas empresas, a pesar de que sí que están presentes (ver figura 2), siguen habiendo muy pocas mujeres en puestos directivos relevantes (ver figura 3)
La comparación de los datos de la figura 2 y 3 nos da una foto representativa de la realidad española y latinoamericana: la mayoría de las empresas atraen talento diverso y lo contratan. Esto es un paso adelante y es una mejora considerable respecto a décadas precedentes. Sin embargo, sólo una parte muy pequeña de esas empresas lo fidelizan y promocionan de modo que lleguen a formar parte de los órganos directivos y decisorios de la empresa.
Los cambios sociológicos, laborales, tecnológicos y legislativos han llevado a que cuatro generaciones estén conviviendo en nuestras empresas. Este estudio da respuesta a algunas preguntas como por ejemplo:
¿Qué dificultades conlleva la convivencia intergeneracional en el día a día de la organización?
¿Qué oportunidades presenta dicha convivencia intergeneracional?
¿Qué características comparten?
¿Qué competencias están más desarrolladas en cada edad?
El IFREI 1.5 y 2.0 proporcionan una triple visión de la organización en términos de flexibilidad y conciliación (Políticas, Cultura y Liderazgo) y miden el impacto que las políticas de flexibilidad y conciliación tienen en las organizaciones y en las personas.
The major goal of the present research is to explore employees’ satisfaction with expatriation investigating its positive and negative impacts on different life domains, namely work, family life and personal well-being
The main goal of the current research is to unfold positive and negative effects of different types of global assignments on the work of the travelling individuals, their family life and personal well-being. Due to the structure of the collected data the two principal mobility forms analyzed in this regards are expatriation and business travel. Two following chapters provides insights into the impacts of the above mentioned forms of mobility on various life domains of the travelers underlining their similarities and focusing on the differences.
Considering sustainable development exclusively from an economic, social and environmental perspective would leave aside key aspects that affect people and condition their quality of life and the future of society.
The solution to these challenges is to recognize and strengthen the role of families in social development, and promote the implementation of policies, strategies and effective programs at the community level.
IESE Business School is a pioneer in matters of work and family reconciliation. In order to study these issues, it founded in 1999 the International Center for Work and Family (ICWF), directed by Dr. Nuria Chinchilla. Its purpose is to promote, in the business environment, the type of leadership, culture and reconciliation policies that facilitate the integration of the employees’ professional, family and personal life.
To this end, the ICWF has developed the IFREI, an instrument that measures the degree of Family Responsibility of Companies and their impact on outcomes, individuals, families, and the whole of society.
This IFREI Report presents data from Latin America, gathered during 2013.
Comparing Stability and Sustainability in Agile SystemsRob Healy
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
Enriching engagement with ethical review processesstrikingabalance
New ethics review processes at the University of Bath. Presented at the 8th World Conference on Research Integrity by Filipa Vance, Head of Research Governance and Compliance at the University of Bath. June 2024, Athens
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
Public Speaking Tips to Help You Be A Strong Leader.pdfPinta Partners
In the realm of effective leadership, a multitude of skills come into play, but one stands out as both crucial and challenging: public speaking.
Public speaking transcends mere eloquence; it serves as the medium through which leaders articulate their vision, inspire action, and foster engagement. For leaders, refining public speaking skills is essential, elevating their ability to influence, persuade, and lead with resolute conviction. Here are some key tips to consider: https://joellandau.com/the-public-speaking-tips-to-help-you-be-a-stronger-leader/
A presentation on mastering key management concepts across projects, products, programs, and portfolios. Whether you're an aspiring manager or looking to enhance your skills, this session will provide you with the knowledge and tools to succeed in various management roles. Learn about the distinct lifecycles, methodologies, and essential skillsets needed to thrive in today's dynamic business environment.
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
Employment PracticesRegulation and Multinational CorporationsRoopaTemkar
Employment PracticesRegulation and Multinational Corporations
Strategic decision making within MNCs constrained or determined by the implementation of laws and codes of practice and by pressure from political actors. Managers in MNCs have to make choices that are shaped by gvmt. intervention and the local economy.
Integrity in leadership builds trust by ensuring consistency between words an...Ram V Chary
Integrity in leadership builds trust by ensuring consistency between words and actions, making leaders reliable and credible. It also ensures ethical decision-making, which fosters a positive organizational culture and promotes long-term success. #RamVChary
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
408-784-7371
Foodservice Consulting + Design