Jan 26 2011 gta rewards breakfast web 2 0 and hrCathy McKnight
Building an HR Social Media Strategy focuses on harnessing social media tools--social networks, blogs and wikis--for use in recruiting, employee engagement, training and corporate culture building. During this breakfast session we will review and discuss what social media tools are out there and how they can be used in recruiting, employee engagement, training and corporate culture building, as well as examine case studies and examples of internal social media success stories.
This magazine issue discusses how business complexity has increased due to factors like globalization, technology, and economic changes. It explores how the workplace can help organizations and employees effectively manage this complexity. Articles look at how culture, wellbeing, distributed collaboration and other trends impact the way work gets done. The issue aims to provide insights into leveraging the workplace to support a complex business world.
This document summarizes research on using social networking sites to build knowledge-sharing relationships. It discusses:
1) Literature on social networking sites, knowledge sharing, and social capital theory. Social networking sites may provide access to knowledge through weak ties, but cognitive and relational dimensions of social capital also influence knowledge sharing.
2) Individual networking styles, including propensity to connect with others. Some people are more inclined to form strong/weak ties and make bridging connections.
3) Benefits and pitfalls of using social networking sites were not well understood. Focus groups explored perceptions of different networking methods.
The document is a presentation on internet culture and social media by Martin Sønderlev Christensen. It discusses how internet culture has evolved from being separate from real world culture to now being culture with the rise of social media. It notes that social media is no longer optional for organizations and they must adapt to the new cultural paradigm shaped by social technologies and user participation. It emphasizes that organizations should focus not just on social media but on learning from the principles of openness and collaboration that drive social media.
This document summarizes an article from the Fall 2009 issue of thedailymistake.org. The article encourages readers to share stories of mistakes or challenges they faced after high school related to careers, education, finances, etc. to help others. It notes the deteriorating job market and high cost of education, leaving teens and 20s facing difficult choices. It seeks stories from those who can offer unbiased advice on careers, jobs, and succeeding professionally. The website also interviews people on their experiences and advice. The goal is to help youth facing these decisions learn from others' real-world experiences.
Think Tank Open Diversity Summit - Why women matter?SpagoWorld
The presentation supported the speech by Gabriele Ruffatti, Engineering Group's Architectures and Consulting Director and founder of the SpagoWorld initiative, at the at Open World Forum, taking place in Paris on 30th September and 1st October 2010. The speech introduces the Think Tank – Open Diversity Summit on the topic "Why women matter?".
Teleworking and flex-office: moving towards mobile employees?Fabernovel
In the digital age, companies have access to tools which allow them to pursue having mobile workers both in and outside of the company. They are referred to as teleworking and flex office.
In 2019, it is no longer a question of whether or not to allow flex office and teleworking, but of how to manage the transition in a way that protects employees and does not interfere with the organization’s performance.“
Good practices in gender equality in the workplacejumpforwomen
The document discusses good practices for promoting gender equality in the workplace. It describes JUMP, an organization that provides tools and support to help women advance their careers and encourages companies to promote better gender diversity. The document also outlines McKinsey's gender diversity ecosystem model and lists 10 commandments for achieving gender balancing, including making it a strategic priority, holding managers accountable, and recognizing flexible career paths. European data shows that implementation of gender diversity measures remains low, especially among small companies.
Jan 26 2011 gta rewards breakfast web 2 0 and hrCathy McKnight
Building an HR Social Media Strategy focuses on harnessing social media tools--social networks, blogs and wikis--for use in recruiting, employee engagement, training and corporate culture building. During this breakfast session we will review and discuss what social media tools are out there and how they can be used in recruiting, employee engagement, training and corporate culture building, as well as examine case studies and examples of internal social media success stories.
This magazine issue discusses how business complexity has increased due to factors like globalization, technology, and economic changes. It explores how the workplace can help organizations and employees effectively manage this complexity. Articles look at how culture, wellbeing, distributed collaboration and other trends impact the way work gets done. The issue aims to provide insights into leveraging the workplace to support a complex business world.
This document summarizes research on using social networking sites to build knowledge-sharing relationships. It discusses:
1) Literature on social networking sites, knowledge sharing, and social capital theory. Social networking sites may provide access to knowledge through weak ties, but cognitive and relational dimensions of social capital also influence knowledge sharing.
2) Individual networking styles, including propensity to connect with others. Some people are more inclined to form strong/weak ties and make bridging connections.
3) Benefits and pitfalls of using social networking sites were not well understood. Focus groups explored perceptions of different networking methods.
The document is a presentation on internet culture and social media by Martin Sønderlev Christensen. It discusses how internet culture has evolved from being separate from real world culture to now being culture with the rise of social media. It notes that social media is no longer optional for organizations and they must adapt to the new cultural paradigm shaped by social technologies and user participation. It emphasizes that organizations should focus not just on social media but on learning from the principles of openness and collaboration that drive social media.
This document summarizes an article from the Fall 2009 issue of thedailymistake.org. The article encourages readers to share stories of mistakes or challenges they faced after high school related to careers, education, finances, etc. to help others. It notes the deteriorating job market and high cost of education, leaving teens and 20s facing difficult choices. It seeks stories from those who can offer unbiased advice on careers, jobs, and succeeding professionally. The website also interviews people on their experiences and advice. The goal is to help youth facing these decisions learn from others' real-world experiences.
Think Tank Open Diversity Summit - Why women matter?SpagoWorld
The presentation supported the speech by Gabriele Ruffatti, Engineering Group's Architectures and Consulting Director and founder of the SpagoWorld initiative, at the at Open World Forum, taking place in Paris on 30th September and 1st October 2010. The speech introduces the Think Tank – Open Diversity Summit on the topic "Why women matter?".
Teleworking and flex-office: moving towards mobile employees?Fabernovel
In the digital age, companies have access to tools which allow them to pursue having mobile workers both in and outside of the company. They are referred to as teleworking and flex office.
In 2019, it is no longer a question of whether or not to allow flex office and teleworking, but of how to manage the transition in a way that protects employees and does not interfere with the organization’s performance.“
Good practices in gender equality in the workplacejumpforwomen
The document discusses good practices for promoting gender equality in the workplace. It describes JUMP, an organization that provides tools and support to help women advance their careers and encourages companies to promote better gender diversity. The document also outlines McKinsey's gender diversity ecosystem model and lists 10 commandments for achieving gender balancing, including making it a strategic priority, holding managers accountable, and recognizing flexible career paths. European data shows that implementation of gender diversity measures remains low, especially among small companies.
Evolve The Song By Rosabeth Moss KanterDawn Swartz
The document summarizes key points from Rosabeth Moss Kanter's book "Evolve! Succeeding in the Digital Culture of Tomorrow". It discusses how companies must evolve to succeed in today's digital world. Kanter outlines seven skills needed for innovation and change: sensing opportunities and needs; stimulating breakthrough ideas; setting an inspirational vision; building coalitions of supporters; nurturing working teams; persisting through difficulties; and spreading recognition. She emphasizes the importance of collaboration across silos and building communities through shared identities and relationships. Companies must also focus on attracting, motivating and retaining talent to adapt to new business environments and technologies.
The presenter discussed how social media and new technologies are changing healthcare marketing and communications. Some key points:
- Social media tools like Facebook, LinkedIn, blogs and videos are increasingly popular ways for people to get information and connect with each other.
- Younger generations, called "Net Gen", expect more freedom, customization, collaboration and speed in their work and daily lives. Healthcare marketers need to understand these changing expectations.
- Marketers should use social media to build relationships, boost their reputation and expertise, and engage customers in conversations to stay relevant in today's fast-changing environment.
- The first steps are to educate yourself on various social media tools, create online profiles, start
How charities can get ahead by becoming social | John Monks – Head of Social ...reach-out
The document discusses how to become a social business by getting social. It highlights three key things needed: 1) Nurture talent through training and allowing experimentation at work. 2) Embrace experimentation, be willing to fail fast, and focus on learning. 3) Stay social by clearly communicating your purpose to engage communities, using technology to collaborate, and empowering supporters through online engagement. The overall message is that organizations must make changes to how they and their employees work by embracing digital tools and processes in order to harness the benefits of social business.
Leveraging Networks Teigland Aug 2011 GEM64Robin Teigland
The document discusses how organizations must change their approach to keep up with rapid external changes by becoming more open and leveraging networks. It highlights how an open, co-created business model that encourages knowledge sharing internally and externally can help organizations adapt and thrive in a shifting environment defined by increased connectivity and collaboration.
In this 9-15-2009 presentation to the Utah state convention of the Society of Human Resource Management, Paul Jones of Alden Keene & Associates describes how corporate citizenship efforts can help human resources (HR) build a better workforce.
The document discusses the changing skills landscape and opportunities for social enterprises. It notes that skills, the generation Y population, technology, and welfare reform are changing the economy. It argues that by helping people transform dreams into meaningful work, entire communities' economic fortunes could be improved. It highlights opportunities for social enterprises to help identify and match skills to opportunities through talent management programs.
Creating a Mindset for Change and InnovationBizLibrary
This document discusses creating a mindset for change. It notes that most organizations focus on structure and systems when facing change, but that a mindset for change is the foundation for being adaptable to change and innovation. It promotes an online learning program called "Seeing Red Cars" that builds leadership skills, leverages neuroscience, and creates an interactive experience to develop a mindset for change over time rather than just an event. The goal is to help organizations and individuals effectively manage challenges and be resilient and optimistic during difficult times of change.
Discover how entrepreneurs who empower communities, and collaborate with their members to create new products and services, are launching a new way to create value and improving our current capitalism.
Future of work employability and digital skills nov 2020Future Agenda
Future of Work, Employability and Digital Skills
As the world of work changes, how will organisations, society and individuals adapt to ensure that the current and the next generation will be able to acquire the skills necessary for future jobs? Building on previous Future Agenda research that focussed on key policy areas primarily in the Asian market and, more recently, an updated outlook on the future of work and skills development developed in partnership with the University of Bristol, School of Management, we are very pleased to be starting a new phase of research. As well as an analysis of the future of work, this will specifically explore the shifting nature of employability and how and where digital skills will have impact.
Over the next few months, expert views from across Europe will be shared in order to develop a richer understanding of key issues and how they vary across different jurisdictions. As with all Future Agenda projects, the aim is to challenge assumptions, identify emerging trends and build an informed assessment of the changes ahead and their implications for policy and action.
If you would like to be involved and add your views into the mix, please get in touch.
The document discusses how collaboration on the internet is changing everything. It notes that mass collaboration has become second nature due to the internet, enabling unprecedented cooperation and innovation through sharing ideas and working together (paragraph 1-2). It then provides examples of how peer production and open collaboration have led to the success of companies like Wikipedia, Amazon, YouTube and Facebook by leveraging collective intelligence and user contributions (paragraph 3-6). The document argues that organizations need to adopt collaborative models and engage with customers, partners and peer producers to survive in this new landscape where closed, proprietary approaches are less effective (paragraph 7-8).
A presentation that I have made at Ericsson Headquarters and Securitas Headquarters in Stockholm, Sweden on social media, networks, and virtual worlds in November 2009
Babele reinventing organizations through intrapreneurshipEmanuele Musa
Intrapreneurship is a major driver for accelerating culture change and organizational transformation. Intrapreneurs help develop the capability to capitalize on opportunities of change: developing a culture where risk-taking, acceptance of failure, and consequently, learning from it - are promoted.
The creation of intrapreneurship programs require a strong component of Human-centered design, so the program takes into account the needs and challenges of the different stakeholders involved.
Enjoy this deck if you want to learn more about the trends, pitfalls and best practices to foster intrapreneurship effectively in your organization.
For more info: www.babele.co
How To Write An Introduction For An Essay YahooTrisha Anderson
The document provides steps for seeking writing assistance from HelpWriting.net, including registering for an account, completing an order form with instructions and deadline, and reviewing writer bids before selecting one and placing a deposit to start the assignment. It notes the platform uses a bidding system and customers can request revisions to ensure satisfaction, with refunds offered for plagiarized work. The process aims to fully meet customer needs for original, high-quality content.
Our changing world: Four trends set to impact how we lead in the future. A presentation by Futurist Adam Jorlen for the Holos Group Real Leadership Program in Melbourne, Australia July 2012.
2 Days workshop for SDGs, Good Health and Well-being, by using FORHT Innovation method combined with LEGO SERIOUS PLAY and Business Model Generation tools.
This document appears to be a pitch book or proposal for a crowdsourcing platform called FishBonn. It includes sections on the core concept of facilitating team-based crowdsourcing projects, the values and benefits for both employers and workers, current pain points in managing and finding crowdsourced work, potential users and market size, and planned features like project management tools and a review database. There are also brief sections introducing the founder and advisors, as well as plans for future development to keep the platform engaging and useful to its users.
Personal Narrative Outline Narrative Writing Outline (Mandy Cross
The document provides tips for decorating a dorm room when returning to school. It suggests using wall murals or tapestries to liven up bare walls and make the room feel larger. Storage solutions like under-bed bins and wall-mounted shelves are recommended for small spaces. Comfortable seating options can include floor pillows or an inflatable couch. Overall decorating the dorm room can help make it feel more like home and improve productivity.
The document discusses generational issues in the workforce and HR's role in managing them. It covers topics like aging baby boomers, hiring and retaining millennials, and facilitating information sharing between generations. Specific challenges with each generation are examined, such as labor shortages from boomers retiring and millennials preferring flexible work schedules. The document provides examples of programs companies have implemented to address generational differences, such as mentoring, flexible work arrangements, and leveraging technology to bridge digital divides between older and younger workers.
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NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...BBPMedia1
Nathalie zal delen hoe DEI en ESG een fundamentele rol kunnen spelen in je merkstrategie en je de juiste aansluiting kan creëren met je doelgroep. Door middel van voorbeelden en simpele handvatten toont ze hoe dit in jouw organisatie toegepast kan worden.
Evolve The Song By Rosabeth Moss KanterDawn Swartz
The document summarizes key points from Rosabeth Moss Kanter's book "Evolve! Succeeding in the Digital Culture of Tomorrow". It discusses how companies must evolve to succeed in today's digital world. Kanter outlines seven skills needed for innovation and change: sensing opportunities and needs; stimulating breakthrough ideas; setting an inspirational vision; building coalitions of supporters; nurturing working teams; persisting through difficulties; and spreading recognition. She emphasizes the importance of collaboration across silos and building communities through shared identities and relationships. Companies must also focus on attracting, motivating and retaining talent to adapt to new business environments and technologies.
The presenter discussed how social media and new technologies are changing healthcare marketing and communications. Some key points:
- Social media tools like Facebook, LinkedIn, blogs and videos are increasingly popular ways for people to get information and connect with each other.
- Younger generations, called "Net Gen", expect more freedom, customization, collaboration and speed in their work and daily lives. Healthcare marketers need to understand these changing expectations.
- Marketers should use social media to build relationships, boost their reputation and expertise, and engage customers in conversations to stay relevant in today's fast-changing environment.
- The first steps are to educate yourself on various social media tools, create online profiles, start
How charities can get ahead by becoming social | John Monks – Head of Social ...reach-out
The document discusses how to become a social business by getting social. It highlights three key things needed: 1) Nurture talent through training and allowing experimentation at work. 2) Embrace experimentation, be willing to fail fast, and focus on learning. 3) Stay social by clearly communicating your purpose to engage communities, using technology to collaborate, and empowering supporters through online engagement. The overall message is that organizations must make changes to how they and their employees work by embracing digital tools and processes in order to harness the benefits of social business.
Leveraging Networks Teigland Aug 2011 GEM64Robin Teigland
The document discusses how organizations must change their approach to keep up with rapid external changes by becoming more open and leveraging networks. It highlights how an open, co-created business model that encourages knowledge sharing internally and externally can help organizations adapt and thrive in a shifting environment defined by increased connectivity and collaboration.
In this 9-15-2009 presentation to the Utah state convention of the Society of Human Resource Management, Paul Jones of Alden Keene & Associates describes how corporate citizenship efforts can help human resources (HR) build a better workforce.
The document discusses the changing skills landscape and opportunities for social enterprises. It notes that skills, the generation Y population, technology, and welfare reform are changing the economy. It argues that by helping people transform dreams into meaningful work, entire communities' economic fortunes could be improved. It highlights opportunities for social enterprises to help identify and match skills to opportunities through talent management programs.
Creating a Mindset for Change and InnovationBizLibrary
This document discusses creating a mindset for change. It notes that most organizations focus on structure and systems when facing change, but that a mindset for change is the foundation for being adaptable to change and innovation. It promotes an online learning program called "Seeing Red Cars" that builds leadership skills, leverages neuroscience, and creates an interactive experience to develop a mindset for change over time rather than just an event. The goal is to help organizations and individuals effectively manage challenges and be resilient and optimistic during difficult times of change.
Discover how entrepreneurs who empower communities, and collaborate with their members to create new products and services, are launching a new way to create value and improving our current capitalism.
Future of work employability and digital skills nov 2020Future Agenda
Future of Work, Employability and Digital Skills
As the world of work changes, how will organisations, society and individuals adapt to ensure that the current and the next generation will be able to acquire the skills necessary for future jobs? Building on previous Future Agenda research that focussed on key policy areas primarily in the Asian market and, more recently, an updated outlook on the future of work and skills development developed in partnership with the University of Bristol, School of Management, we are very pleased to be starting a new phase of research. As well as an analysis of the future of work, this will specifically explore the shifting nature of employability and how and where digital skills will have impact.
Over the next few months, expert views from across Europe will be shared in order to develop a richer understanding of key issues and how they vary across different jurisdictions. As with all Future Agenda projects, the aim is to challenge assumptions, identify emerging trends and build an informed assessment of the changes ahead and their implications for policy and action.
If you would like to be involved and add your views into the mix, please get in touch.
The document discusses how collaboration on the internet is changing everything. It notes that mass collaboration has become second nature due to the internet, enabling unprecedented cooperation and innovation through sharing ideas and working together (paragraph 1-2). It then provides examples of how peer production and open collaboration have led to the success of companies like Wikipedia, Amazon, YouTube and Facebook by leveraging collective intelligence and user contributions (paragraph 3-6). The document argues that organizations need to adopt collaborative models and engage with customers, partners and peer producers to survive in this new landscape where closed, proprietary approaches are less effective (paragraph 7-8).
A presentation that I have made at Ericsson Headquarters and Securitas Headquarters in Stockholm, Sweden on social media, networks, and virtual worlds in November 2009
Babele reinventing organizations through intrapreneurshipEmanuele Musa
Intrapreneurship is a major driver for accelerating culture change and organizational transformation. Intrapreneurs help develop the capability to capitalize on opportunities of change: developing a culture where risk-taking, acceptance of failure, and consequently, learning from it - are promoted.
The creation of intrapreneurship programs require a strong component of Human-centered design, so the program takes into account the needs and challenges of the different stakeholders involved.
Enjoy this deck if you want to learn more about the trends, pitfalls and best practices to foster intrapreneurship effectively in your organization.
For more info: www.babele.co
How To Write An Introduction For An Essay YahooTrisha Anderson
The document provides steps for seeking writing assistance from HelpWriting.net, including registering for an account, completing an order form with instructions and deadline, and reviewing writer bids before selecting one and placing a deposit to start the assignment. It notes the platform uses a bidding system and customers can request revisions to ensure satisfaction, with refunds offered for plagiarized work. The process aims to fully meet customer needs for original, high-quality content.
Our changing world: Four trends set to impact how we lead in the future. A presentation by Futurist Adam Jorlen for the Holos Group Real Leadership Program in Melbourne, Australia July 2012.
2 Days workshop for SDGs, Good Health and Well-being, by using FORHT Innovation method combined with LEGO SERIOUS PLAY and Business Model Generation tools.
This document appears to be a pitch book or proposal for a crowdsourcing platform called FishBonn. It includes sections on the core concept of facilitating team-based crowdsourcing projects, the values and benefits for both employers and workers, current pain points in managing and finding crowdsourced work, potential users and market size, and planned features like project management tools and a review database. There are also brief sections introducing the founder and advisors, as well as plans for future development to keep the platform engaging and useful to its users.
Personal Narrative Outline Narrative Writing Outline (Mandy Cross
The document provides tips for decorating a dorm room when returning to school. It suggests using wall murals or tapestries to liven up bare walls and make the room feel larger. Storage solutions like under-bed bins and wall-mounted shelves are recommended for small spaces. Comfortable seating options can include floor pillows or an inflatable couch. Overall decorating the dorm room can help make it feel more like home and improve productivity.
The document discusses generational issues in the workforce and HR's role in managing them. It covers topics like aging baby boomers, hiring and retaining millennials, and facilitating information sharing between generations. Specific challenges with each generation are examined, such as labor shortages from boomers retiring and millennials preferring flexible work schedules. The document provides examples of programs companies have implemented to address generational differences, such as mentoring, flexible work arrangements, and leveraging technology to bridge digital divides between older and younger workers.
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NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...BBPMedia1
Nathalie zal delen hoe DEI en ESG een fundamentele rol kunnen spelen in je merkstrategie en je de juiste aansluiting kan creëren met je doelgroep. Door middel van voorbeelden en simpele handvatten toont ze hoe dit in jouw organisatie toegepast kan worden.
𝐔𝐧𝐯𝐞𝐢𝐥 𝐭𝐡𝐞 𝐅𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐄𝐧𝐞𝐫𝐠𝐲 𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐲 𝐰𝐢𝐭𝐡 𝐍𝐄𝐖𝐍𝐓𝐈𝐃𝐄’𝐬 𝐋𝐚𝐭𝐞𝐬𝐭 𝐎𝐟𝐟𝐞𝐫𝐢𝐧𝐠𝐬
Explore the details in our newly released product manual, which showcases NEWNTIDE's advanced heat pump technologies. Delve into our energy-efficient and eco-friendly solutions tailored for diverse global markets.
The Most Inspiring Entrepreneurs to Follow in 2024.pdfthesiliconleaders
In a world where the potential of youth innovation remains vastly untouched, there emerges a guiding light in the form of Norm Goldstein, the Founder and CEO of EduNetwork Partners. His dedication to this cause has earned him recognition as a Congressional Leadership Award recipient.
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Cover Story - China's Investment Leader - Dr. Alyce SUmsthrill
In World Expo 2010 Shanghai – the most visited Expo in the World History
https://www.britannica.com/event/Expo-Shanghai-2010
China’s official organizer of the Expo, CCPIT (China Council for the Promotion of International Trade https://en.ccpit.org/) has chosen Dr. Alyce Su as the Cover Person with Cover Story, in the Expo’s official magazine distributed throughout the Expo, showcasing China’s New Generation of Leaders to the World.
The Steadfast and Reliable Bull: Taurus Zodiac Signmy Pandit
Explore the steadfast and reliable nature of the Taurus Zodiac Sign. Discover the personality traits, key dates, and horoscope insights that define the determined and practical Taurus, and learn how their grounded nature makes them the anchor of the zodiac.
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Tired of chasing down expiring contracts and drowning in paperwork? Mastering contract management can significantly enhance your business efficiency and productivity. This guide unveils expert secrets to streamline your contract management process. Learn how to save time, minimize risk, and achieve effortless contract management.
Best Competitive Marble Pricing in Dubai - ☎ 9928909666Stone Art Hub
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1. An introduction to
Weconomics
Nothing else in the world is so
powerful as an idea whose time has
come (Victor hugo)
2. W h a t is W e c o n o m ic s ?
Weconomics is a new organization
model for the community economy.
Its goal is to increase productivity of
information workers
3. Program
1. Developments & problems
2. Companies, competition & Communities
3. Productivity
4. Information worker
5. Change: yes we can
6. Weconomics model
7. Crowd funding experiment
8. Example community: IBLC
4.
5. Developments: & problems
- Globalization, economic
- Demographic / HRM
- Technologic
- Organizational
- Ecological
-> C h a n g e y o u r w a y o f t h in k in g -> W e c o n o m ic s
6.
7.
8. In 2 0 3 0
8-9 billion people on earth:
they all connect via LinkedIn, Facebook
they all want a house, 2 cars, 3 TV‟s
they all want to take a shower and eat meat
World problems: shortage on food, energy,
clean water
9. E c o l o g ic a l d e v e l o p m e n t s
Shortage on energy, food en water
To much CO2
If we all live like Americans:
we need 6 planets !!
10. T e c h n ic a l d e v e l o p m e n t s
- Community software
- Wiki‟s, social media, blogs, feeds
- Web services
- Semantic web
- Google Doc‟s, Maps, Wave, social search
11. From 20 t o 4 years sam e em p loyer
25
20
15
10
5
0
19 6 0 19 7 0 19 8 0 19 9 0 2000 2 0 10
Bron: http://www.bls.gov/news.release/pdf/tenure.pdf
12. 6 on 7 people don‟t have meaningful job
12 (NKL), 780 (VS) billion on mental absence
more contractors
common employment contract disappear
100 billion recruitment costs (USA)
13. Organizational shift
Traditionalist Boomer Gen X Gen Y
Training The hard way
Too much and I’ll Required to keep Continuous &
leave me expected
Learning style Classroom Facilitated Independent
Collaborative &
networked
Communication Horizontal Independent Collaborative
Top down
Decision
Making Seeks approval Team informed Team included Collaborative
Leadership Command &
style control
Get out of the way Coach Partner
Feedback No news is good
Once per year Weekly/daily On demand, 360
news
Job changing Unwise Sets me back Necessary Keep options open
Source: Lancaster, L.C. and Stillman, D. When Generations Collide: Who They Are. Why They Clash. How to Solve the Generational Puzzle at Work. Wheaton, IL. Harper Business, 2003.
15. If the world is your company
What would you do ??
16. Program
1. Developments & problems
2. Companies, competition & Communities
3. Productivity
4. Information worker
5. Change: yes we can
6. Weconomics model
7. Crowd funding experiment
8. Example community: IBLC
17. W h a t is W e c o n o m ic s ?
Weconomics is a new organization
model for the community economy.
Its goal is to increase productivity of
information workers
18.
19.
20.
21. C o m p a n ie s ………??
Why
- Do we work in companies ?
- Are we trapped in tra ffic ja m a t 8. 30 in the m orning?
- Do we identify ours elves with the com pany we work for?
Why do companies exist?
Who made them and why?
22.
23.
24.
25.
26.
27.
28.
29. People are accepting the ground rules
of our society and institutions as
companies, banks and government as
given circumstances
But:
30. These rules Were written and these
institution started
at a very specific moment
ant with a very specific
agenda in mind
31. W h y c o m p a n ie s e x is t ? H o w d id t h e y s t a r t ?
1. To overlive corpses ( ca tholic church)
2. To make expeditions (Dutch VO C)
3. To build railways, bridges (USA)
4. To lower transaction costs ( Industrial era)
5. To protect reliability
6. To make a money ea rning m a chine for s hareholders
32. C o m p a n ie s ?
Why is the goal of a company
continuity......
while the world Changes so quickly?
33. P r o b l e m s c o m p a n ie s
1. Innovation?
2. Limited resources??
3. Financial shareholder value
4. Complexity
5. Accountability
6. Job security ??
38. We all inhabit this small planet.
We all breath the same air.
We all cherish our children's future.
And we are all mortal (JFK)
Why and with whom do we compete ?
39. Two questions
Do we really need :
1. companies
2. to compete
What is the alternative?
40. Companies change
Smaller
Smarter
Employees work 3-4 years
Company employee -> individual (freelancer)
Buildings brake down to building stones
Company -> networks -> communities
45. Program
1. Developments & problems
2. Companies, competition & Communities
3. Productivity
4. Information worker
5. Change: yes we can
6. Weconomics model
7. Crowd funding experiment
8. Example community: IBLC
46. W h a t is W e c o n o m ic s ?
Weconomics is a new organization
model for the community economy.
Its goal is to increase productivity of
information workers
47.
48. W h y in c r e a s e p r o d u c t iv it y
In 2040: 15% less workforce in NL
No BBP growth thanx to credit crises
More competition from BRIC countries
Limited resources planet earth
Our evolution : we don‟t make things worse
49. Existing institutions
like corporation's,
banks and
government
are biggest treat to
productivity improvement
51. If the world is your company
What would you do ??
52. Program
1. Developments & problems
2. Companies, competition & Communities
3. Productivity
4. Information worker
5. Change: yes we can
6. Weconomics model
7. Crowd funding experiment
8. Example community: IBLC
53. W h a t is W e c o n o m ic s ?
Weconomics is a new organization
model for the community economy.
Its goal is to increase productivity of
information workers
65. Program
1. Developments & problems
2. Companies, competition & Communities
3. Productivity
4. Information worker
5. Change: yes we can
6. Weconomics model
7. Crowd funding experiment
8. Example community: IBLC
66.
67. A new innovation doesn‟t over win
by convincing opponents, and
show them the light, but because
the old generation eventually dies
and a new generation will grow up
with that innovation.
(Max Planck)
68.
69.
70.
71.
72. "The world we have created is a product
of our thinking; it cannot be changed
without changing our thinking."
(Albert Einstein)
73.
74.
75.
76.
77.
78. C h a n g e = d if f ic u l t
My Comfort zone
It is always been this way
This is not how it works here
We love rules
79.
80. C h a n g e = N ic e
Never stop asking why
Never, never, never…..
stop asking why not
89. need will extinct
Communities replaces companies
Cooperation replaces competition
The information worker will extinct
How will the future look like ??
90. Communities replace Companies?
Utopia??.......think ahead!!!
What if the customers of Henry Ford asked
him: `Can you build us a a car…..?‟
And he had said:
`No, Can‟t do that…….. but I can build you a
quicker horse „
91.
92. N o u t o p ia : IB L C c o m m u n it y
Since 1994
> 1.000 organizations
> 250 partners
> 30.000 products
> 50.000 bookings
93.
94.
95.
96.
97. V is io n
Companies, banks and governments as
we know them now will no longer be the
center of commerce. We will work more
via communities which are more
organic and run for an by the people
From company based to
community based
98. A m b it io n
Improve productivity of
information workers 50
times before 2040.
99.
100.
101. Program
1. Developments & problems
2. Companies, competition & Communities
3. Productivity
4. Information worker
5. Change: yes we can
6. Weconomics model
7. Crowd funding experiment
8. Example community: IBLC
102. W e c o n o m ic s
m odel 3 lev els:
1. Way of Thinking
2. Infrastructure
3. Domain
103. "The significant problems we face
cannot be solved at the same level of
thinking we were at when we created
them."
104.
105. W e c o n o m ic s d o m a in s
Assessments
Courses, Training & Development, Coaching
Recruitment
Accommodations
Advise hours, consultants
Knowledge management
Innovation
Domains in market, instrument, region
106. W e c o n o m ic s R o l e s
Finance: Crowd funding
Marketing: Pull marketing
R&D via open innovation
Logistics of information
Production by computers (lopende band)
Legal: equal conditions, mediation, SOTIC
107. 10 c o r e p r in c ip l e s
o f W e c o n o m ic s
108. 1. Profile --> connect --> collaborate
network (see LinkedIn)
Collaboration = king
109. 2. “What binds us” in stead of “what
differs us”
compose instead of oppose
110. 3. Holistic & Wikinomics principles
(see Wikipedia), mass collaboration,
peering, sharing, crowd sourcing
111. 4. User first then other stakeholders
change value chain: user is the boss
112. 5. Trusted, semantic & secured
information to/from primary
processes (no Google)
113. 6. Individual & community driven,
organization supported
(no LinkedIn)
114. 7. Connected to best practice
independent core infrastructure, with
flexible channels
116. 9. Transparency and easy to get
more user pull, less sales push
reverse marketing, pull marketing
117. 10. A balanced network of partners
network suppliers and a supervisor
118. W h e n d o e s W e c o n o m ic s w o r k :
you want change
you stay with the 10 principles
authentic, flexible, honest and clear leadership
defined target and target group
real trade , enough volume
Use an index
you have enough time !!
119. W h e n d o e s it n o t w o r k ?
If you still believe
the earth is flat and
Santa Claus is still alive
120.
121. Program
1. Developments & problems
2. Companies, competition & Communities
3. Productivity
4. Information worker
5. Change: yes we can
6. Weconomics model
7. Crowd funding experiment
8. Example community: IBLC
129. Weconomics Index
how do you cooperate ?
how reliable are you ?
provide meaningful information ?
is it secured ?
Don‟t lie !!
130. Crowd funding
Direct relation between money giver and taker
Direct influence on project progress
Direct control by SOTIC, reliable
No provision, system cost or whatever
Separate cash flow via Weconomics Foundation
Project leading via independent Prodis Labs.
131. Crowdfunding project
Financiering boek `De geschiedenis van Weconomics deel I’
1. Nodig: € 25.000 voor redactie, eerste druk en promotie
2. Start: 10-11-2009, einde: 1-2-2010
3. Minimale inleg = 100 euro
4. Rendement: verdubbeling binnen 1 jaar
5. Toezicht: SOTIC
6. Geldstroom: Weconomics foundation
7. Project eigenaar: Paul Bessems
8. Uitkering: 40% royalty's (prijs boek € 19,95)
9. Status project: 331 pagina’s, doel 400
Naast dit experiment mag je ook direct meedoen met project!!
132. Crowdfunding experiment
Opties:
A. Neem deze 50 euro mee naar huis
(unanieme beslissing)
B. Investeer deze 50 euro! Voeg er zelf 50 euro bij en doe
mee met crowdfunding project
(individuele beslissing)
Vergeet niet !!!
Tragedy of Commons
Weconomics_Index
133. Crowdfunding experiment
Spelregels:
1. Iemand die niet wil bijleggen kan 50 euro aanbieden aan
iemand anders die er 50 bijlegt.
2. Je mag 50 euro ook teruggeven
3. Je krijgt het dubbele uitbetaald binnen 1 jaar.
4. Je hoeft nu geen 50 euro bij je te hebben, betaling later
5. Maximaal 10 minuten, ik ga de zaal uit
6. Frank observeert procesgang (en bewaakt het geld )
Rekenvoorbeelden
50 (foundation) + 50 (Jij) = 100 -> 200
Je: Inleg = 50 | Uitkering = 150 | Winst = 100
100 (foundation, 2*) + 100 (Jij) = 200 -> 400
Je: Inleg = 100 | Uitkering = 300 | Winst = 200
134. Crowdfunding project
Waarom zou je meedoen en voor B kiezen ?
1. Bewijzen dat het werkt
2. We hebben banken niet nodig
3. Geld verdienen (mooi rendement)
4. Ervaring opdoen met crowdfunding
5. Weconomics steunen
6. Naamsvermelding in boek (met dank aan…..)
7. Verhoging Weconomics index
Je bent niet raar je bent anders !!
135. Program
1. Developments & problems
2. Companies, competition & Communities
3. Productivity
4. Information worker
5. Change: yes we can
6. Weconomics model
7. Crowd funding experiment
8. Example community: IBLC
136. Example
IBLC community
Domain = Dutch Training & Development market
Advisor/Intermediary
User/Buyer
Supplier
Network supplier
137. Weconomics model: market
Supply
Partner A Demand
Partner X
Supply Intermediary Intermediary
Partner B Partner D ? Partner W
Demand
Partner Y
Supply Demand
Partner C Partner Z
138. Weconomics community organization model
Domain Leader
Supply
Partner A Demand
Partner X
Supply Intermediary Community Intermediary Demand
Partner B Partner D Partner W Partner Y
Supply Demand
Partner C Partner Z
142. Weconomics model: network supplier
Supply
Partner A Demand
Partner X
Supply Intermediary Community Intermediary Demand
Partner B Partner D Partner W Partner Y
Supply Demand
Partner C Partner Z
PRODIS
Network Suppliers
IT/COM/R&D/SSC
151. Weconomics community organization model
SOTIC foundation: commission of supervision
Supply
Partner A Demand
Partner X
Supply Intermediary Community Intermediary Demand
Partner B Partner D Partner W Partner Y
Supply Demand
Partner C Partner Z
155. Weconomics community organization model
PRODIS
Network Suppliers
IT/COM/R&D/SSC
Weconomics
Employees foundation Organizations
Domain leaders Funding Individuals
156. Weconomics community organization model
SOTIC foundation: commission of supervision
Domain Leader
Supply
Partner A Demand
Partner X
Supply Intermediary Community Intermediary Demand
Partner B Partner D Partner W Partner Y
Supply Demand
Partner C Partner Z
PRODIS
Network Suppliers
IT/COM/R&D/SSC
Weconomics
Employees foundation Organizations
Domain leaders Funding Individuals
158. Door-to-door model: not efficient: n*(n-1) = 30 relations
Supplier A Buyer K
System X System 1
Supplier B Buyer L
System Y System 2
Buyer Z
Supplier C
System 3
System Z
159. Hub & spoke model: efficiënt: n*2 = 12 relations
supply
demand
partner A
Information partner K
interface interface
Community
supply Internet Internet demand
partner B Internet partner L
interface
interface
Bookings demand
supply partner M
partner C
160. Ambition: all roles work together
Producer material
Executer
Customer
Payments
Supplier A
Applicant
Supplier B
Intermediary
Knowledge center
Exam institute
Authorizer
Shared Service Center Accommodation
162. Weconomics
The world is your company
What would you do ??
Interested or questions? call / mail me!
www.paulbessems.com
paul.bessems@prodis.nl
+31 (0)6 20 30 13 11