El documento describe los efectos dañinos del tabaco y el cigarro. Explica que los cigarros contienen nicotina, alquitranes y monóxido de carbono que causan adicción y enfermedades como cáncer, infartos y enfisema. También menciona que los adolescentes a menudo fuman debido a la influencia social o la idea errónea de que les hace ver mayores, pero que el hábito reduce significativamente su esperanza de vida.
O jornalista Paulo Schiff escreveu um artigo para o jornal Litoral sobre um assunto ainda não especificado no título ou nas poucas informações fornecidas.
El documento describe los efectos dañinos del tabaco y el cigarro. Explica que los cigarros contienen nicotina, alquitranes y monóxido de carbono que causan adicción y enfermedades como cáncer, infartos y enfisema. También menciona que los adolescentes a menudo fuman debido a la influencia social o la idea errónea de que les hace ver mayores, pero que el hábito reduce significativamente su esperanza de vida.
O jornalista Paulo Schiff escreveu um artigo para o jornal Litoral sobre um assunto ainda não especificado no título ou nas poucas informações fornecidas.
El documento describe las diferentes etapas del ciclo de vida de un proyecto: origen/identificación, evaluación de viabilidad, desarrollo y vida útil/terminación. También explica que el ciclo de vida de un producto abarca desde su concepción hasta su retiro y que un proyecto puede requerir varias etapas a lo largo de la vida de un producto.
Dokumen tersebut memberikan penjelasan tentang cara menambahkan animasi, suara, dan video pada presentasi Microsoft PowerPoint, meliputi pengaturan animasi pada teks dan gambar, menambahkan hyperlink dan file media, serta cara mempresentasikan presentasi.
El documento presenta información sobre un diplomado de componente docente en educación a distancia ofrecido por la Universidad Fermín Toro. El diplomado aborda el tema de audio y podcast como herramientas para la enseñanza a distancia.
Este documento trata sobre conceptos básicos de informática. Explica que la informática se refiere al tratamiento de la información mediante métodos científicos para lograr resultados óptimos. Define unidades de información como bits, bytes y hercios. También describe los componentes principales de un ordenador personal, incluyendo la unidad central de procesamiento, memoria, periféricos de entrada y salida.
The document discusses gender equality in the transportation industry and EU policies aimed at improving it. It notes that women currently make up only 22% of those employed in the EU transportation sector compared to 78% of men. An EU directive sets a target of 40% for the underrepresented sex on company boards by 2020 in an effort to promote fairness and transparency in board selection processes. The directive also emphasizes that qualification and merit should remain key criteria. Improving gender balance in leadership is important as studies indicate companies with more women in top positions tend to perform better financially and organizationally.
This document discusses gender diversity initiatives at UniCredit Bank. It begins with an overview of UniCredit Bank, including its size, geographic presence, and financial results. It then describes UniCredit's gender balance program, launched in 2012 to measure, monitor, and promote gender balance through diversity managers, remuneration analysis, and leadership support. The document outlines UniCredit's gender equality policy and focus areas such as recruitment, development, pay, and work-life balance. It provides data on gender representation within UniCredit Group and UniCredit Banka Slovenija and describes actions taken in Slovenia, including adopting a gender diversity policy, workshops, and a 2015-2016 action plan focusing on awareness, maternity onboarding, flexible work hours,
This document is a presentation on women in entrepreneurship in Europe. It contains statistics showing that currently only 23-26% of business owners with employees in Europe are women, though this proportion has been slowly increasing. It also notes that women are less confident than men about entrepreneurial opportunities and capabilities, and that women entrepreneurs tend to work 17% less hours and earn 34% less than male entrepreneurs. The presentation outlines initiatives that have been successful in some countries to further prepare women with entrepreneurial skills, ensure their access to credit, and provide support networks and solutions to enable women to sustain businesses during pregnancy and motherhood.
The document discusses several global trends that will impact businesses, including growing populations and a larger global middle class. It notes that 7 of the world's 10 fastest growing economies are in sub-Saharan Africa and that within a few years the number of African households will grow from 60 to 100 million, bringing a large new consumer market. The document also discusses trends around women entering the workforce, millennials preferences in the workplace, and the need for organizations to embrace diversity and perspectives from all backgrounds to remain globally relevant.
Women are underrepresented as experts in media which perpetuates gender stereotypes. Several studies show that the vast majority (around 80%) of experts and spokespeople featured in media are men. This is seen across different countries and media types. More data and advocacy is needed to address the issue and promote gender equality. Coordinated efforts are also required at the European and international level to empower more women as visible experts in governance and media. Initiatives like Accelerate! aim to showcase influential women while also training and lobbying media organizations.
The document discusses barriers to gender equality in senior management. While legislation has been in place for 40 years, a recent poll showed only 20% of senior management roles in the City are held by women. While there have been gains, formal barriers have been removed but informal cultural barriers remain. These include organizational practices that exclude or marginalize women. Changing organizational culture requires acknowledging historical and social contexts regarding gender relations and addressing problematic aspects of historical masculinity that influence culture. Leadership and legislation are important drivers of change, but changing attitudes must also start in schools.
We see many things around us every day. Our eyes allow us to see objects, people, landscapes, and more. Vision is one of our most important senses, as it provides us with information about the world that helps us learn, navigate, and interact with our surroundings.
- Inclusive leadership is important for organizations in the 21st century due to factors like globalization, legislation, and demographic shifts. Leaders who are skilled at inclusion are rated as more effective overall.
- Organizations that do not create inclusive environments experience higher turnover, lower employee satisfaction, and decreased productivity, which can also negatively impact national economies.
- A study across six countries found that employees who felt their leaders displayed traits like empowerment, humility, courage, and accountability also felt more included and were more innovative and engaged.
- Becoming an inclusive leader involves engaging others through dialogue, breaking norms that inhibit inclusion, role-modeling self-awareness, and building alliances across an organization.
This document summarizes the goals, methods, findings and best practices of an EU project on promoting women in leadership. The project analyzed representation of women in managerial positions across several European countries over time, reviewed literature on regulatory and industry initiatives, and interviewed companies to identify best practices. Key findings include the generally low representation of women in middle to top management. Regulatory approaches varied across countries from soft to hard quotas. Best practices identified from case studies of international companies focused on commitment from top leadership, flexible work policies, mentoring programs, and business rationales for diversity.
El documento describe las diferentes etapas del ciclo de vida de un proyecto: origen/identificación, evaluación de viabilidad, desarrollo y vida útil/terminación. También explica que el ciclo de vida de un producto abarca desde su concepción hasta su retiro y que un proyecto puede requerir varias etapas a lo largo de la vida de un producto.
Dokumen tersebut memberikan penjelasan tentang cara menambahkan animasi, suara, dan video pada presentasi Microsoft PowerPoint, meliputi pengaturan animasi pada teks dan gambar, menambahkan hyperlink dan file media, serta cara mempresentasikan presentasi.
El documento presenta información sobre un diplomado de componente docente en educación a distancia ofrecido por la Universidad Fermín Toro. El diplomado aborda el tema de audio y podcast como herramientas para la enseñanza a distancia.
Este documento trata sobre conceptos básicos de informática. Explica que la informática se refiere al tratamiento de la información mediante métodos científicos para lograr resultados óptimos. Define unidades de información como bits, bytes y hercios. También describe los componentes principales de un ordenador personal, incluyendo la unidad central de procesamiento, memoria, periféricos de entrada y salida.
The document discusses gender equality in the transportation industry and EU policies aimed at improving it. It notes that women currently make up only 22% of those employed in the EU transportation sector compared to 78% of men. An EU directive sets a target of 40% for the underrepresented sex on company boards by 2020 in an effort to promote fairness and transparency in board selection processes. The directive also emphasizes that qualification and merit should remain key criteria. Improving gender balance in leadership is important as studies indicate companies with more women in top positions tend to perform better financially and organizationally.
This document discusses gender diversity initiatives at UniCredit Bank. It begins with an overview of UniCredit Bank, including its size, geographic presence, and financial results. It then describes UniCredit's gender balance program, launched in 2012 to measure, monitor, and promote gender balance through diversity managers, remuneration analysis, and leadership support. The document outlines UniCredit's gender equality policy and focus areas such as recruitment, development, pay, and work-life balance. It provides data on gender representation within UniCredit Group and UniCredit Banka Slovenija and describes actions taken in Slovenia, including adopting a gender diversity policy, workshops, and a 2015-2016 action plan focusing on awareness, maternity onboarding, flexible work hours,
This document is a presentation on women in entrepreneurship in Europe. It contains statistics showing that currently only 23-26% of business owners with employees in Europe are women, though this proportion has been slowly increasing. It also notes that women are less confident than men about entrepreneurial opportunities and capabilities, and that women entrepreneurs tend to work 17% less hours and earn 34% less than male entrepreneurs. The presentation outlines initiatives that have been successful in some countries to further prepare women with entrepreneurial skills, ensure their access to credit, and provide support networks and solutions to enable women to sustain businesses during pregnancy and motherhood.
The document discusses several global trends that will impact businesses, including growing populations and a larger global middle class. It notes that 7 of the world's 10 fastest growing economies are in sub-Saharan Africa and that within a few years the number of African households will grow from 60 to 100 million, bringing a large new consumer market. The document also discusses trends around women entering the workforce, millennials preferences in the workplace, and the need for organizations to embrace diversity and perspectives from all backgrounds to remain globally relevant.
Women are underrepresented as experts in media which perpetuates gender stereotypes. Several studies show that the vast majority (around 80%) of experts and spokespeople featured in media are men. This is seen across different countries and media types. More data and advocacy is needed to address the issue and promote gender equality. Coordinated efforts are also required at the European and international level to empower more women as visible experts in governance and media. Initiatives like Accelerate! aim to showcase influential women while also training and lobbying media organizations.
The document discusses barriers to gender equality in senior management. While legislation has been in place for 40 years, a recent poll showed only 20% of senior management roles in the City are held by women. While there have been gains, formal barriers have been removed but informal cultural barriers remain. These include organizational practices that exclude or marginalize women. Changing organizational culture requires acknowledging historical and social contexts regarding gender relations and addressing problematic aspects of historical masculinity that influence culture. Leadership and legislation are important drivers of change, but changing attitudes must also start in schools.
We see many things around us every day. Our eyes allow us to see objects, people, landscapes, and more. Vision is one of our most important senses, as it provides us with information about the world that helps us learn, navigate, and interact with our surroundings.
- Inclusive leadership is important for organizations in the 21st century due to factors like globalization, legislation, and demographic shifts. Leaders who are skilled at inclusion are rated as more effective overall.
- Organizations that do not create inclusive environments experience higher turnover, lower employee satisfaction, and decreased productivity, which can also negatively impact national economies.
- A study across six countries found that employees who felt their leaders displayed traits like empowerment, humility, courage, and accountability also felt more included and were more innovative and engaged.
- Becoming an inclusive leader involves engaging others through dialogue, breaking norms that inhibit inclusion, role-modeling self-awareness, and building alliances across an organization.
This document summarizes the goals, methods, findings and best practices of an EU project on promoting women in leadership. The project analyzed representation of women in managerial positions across several European countries over time, reviewed literature on regulatory and industry initiatives, and interviewed companies to identify best practices. Key findings include the generally low representation of women in middle to top management. Regulatory approaches varied across countries from soft to hard quotas. Best practices identified from case studies of international companies focused on commitment from top leadership, flexible work policies, mentoring programs, and business rationales for diversity.
VSE JE OK! Dr. Rok Stritar, Ekonomska fakulteta v Ljubljani, MQ konferenca, 1...Zdruzenje_Manager
Dr. Rok Stritar je redni član katedre za podjetniško na Ekonomski fakulteti v Ljubljani. A ni le akademik, temveč tudi podjetnik. Je ustanovitelj podjetja Kibuba, d.o.o., ki pomaga pri pustolovščinah svojih strank. Poučuje veščine praktičnega reševanja problemov preko izdelave prototipov in testiranja rešitev s končnimi uporabniki. Zanimivo - pravi, da na poslovni okvir (business model canvas) ne prisega. Z nami bo podelil, kaj deluje za rast in razvoj podjetja.
Business design, Miša Lukić, Leo Burnett Srbija, MQ konferenca, 14. November ...Zdruzenje_Manager
Miša Lukić, ustanovitelj in lastnik oglaševalske agencije Leo Burnett Srbija s 130 zaposlenimi, velja za enega najuspešnejših oglaševalskih managerjev na Balkanu. Svoje voditeljske veščine je brusil tudi v Kuvajtu, Dubaju in Bolgariji. Prejemnik letošnjega priznanja najboljši zaposlovalec v Srbiji je razvil posebno tehniko nabora novih sodelavcev, pri katerih najbolj ceni integriteto, čustveno inteligenco in osebno energijo. Kot sam pravi: da bi vam delo hitro minilo, morate do njega gojiti strast. Zadnja leta se navdušeno poglablja v raziskovanje poslovnega dizajna (business design).
The Managers' Association of Slovenia, established in 1989 as a voice of managers in Slovenia. We strive for progress of the management profession and its protection.
16. Smo del iniciative
Start:up Slovenija.
Fokusiramo se na Lean Startup
interno podjetništvo oz.
inovativnost v večjih
gospodarskih organizacijah.
Sočasno z izbranimi
fakultetami razvijamo in
vpeljujemo Lean Startup
pristope tudi za potrebe oz.
potenciale javnega sektorja.
30Lean MQ 2014 16
