The document provides a summary of Muhammad Omar Faruque Akhund's Leadership Quotient (LQ) scores based on feedback from others. It shows that his LQ score increased slightly from 88 in his initial assessment to 89. He scored highest in "Inspire Trust" and lowest in "Align Systems" across the four leadership imperatives. His leadership Net Promoter Score increased substantially from 56 to 88, indicating greater willingness of others to recommend him as a leader. The document provides detailed feedback scores on each of the four imperatives for comparison against averages.
The Global Hemodynamic Monitoring Systems Market is expected to reach USD.......Akash Jaiswal
Hemodynamic Monitoring Systems Market by Product (Systems, & Disposables), Type (Invasive, Minimally invasive, & Non-invasive), End User (Hospitals, Cath labs, & Home and Ambulatory Care) - Global Forecasts to 2021
2017.02.03 50 law practice tips in 50 minutesAlan Klevan
Jared Correia and I provide 50 law practice management tips in 50 minutes to the Greater Newburyport Bar Association on February 3, 2017. This presentation focuses on the 4 elements of successful practice management - technology, marketing, practice and finance
NoSQL Databases: An Introduction and Comparison between Dynamo, MongoDB and C...Vivek Adithya Mohankumar
The research paper covers the consolidated interpretation of NoSQL systems, on the basis of performance, scalability and data aggregation, and compares the types of NoSQL databases based on their implementation and maintenance.
Improve Diabetic Symptoms With Exerciseaayuclinics
Diabetes is something of an epidemic in the U.S. today, but small changes in daily habits can help prevent diabetes and improve diabetic symptoms for those who have already been diagnosed. Here’s a look at what should be incorporated in a comprehensive physical activity routine, including aerobic exercise, strength training, and flexibility exercises, as well as tips to stay active throughout the day to improve your diabetic symptoms.
Assignment #4 – Business 100 Name Background information ne.docxdavezstarr61655
Assignment #4 – Business 100
Name:
Background information needed to answer Question #1:
Review the organizational chart below and the different types of company hierarchies:
Key Learning: Organizational Structures: Tall versus Flat Hierarchies
A tall hierarchy is a traditional way to organize management. There are many levels of employment, and a few employees at each level report up to a manager at the next level. For example, at Starbucks, baristas report to store managers, and store managers report to regional managers, and regional managers report to executives at headquarters. This works really well for Starbucks! Baristas are carefully and consistently trained and supervised so that you can count on the same cup of coffee at any store. Employees who want to advance can work hard and make their way up the chain to gain more management responsibilities. Business is efficient and quality is consistent.
On the other hand, some businesses prefer a flat hierarchy. When Paul and Ari founded Zingerman’s Delicatessen, they wanted to make sure that every employee felt empowered to make decisions to improve the customer experience. In their service-oriented business, Paul and Ari’s employees get their jobs done in creative and collaborative ways. A flat hierarchy makes this possible.
Question 1: Organizational Structure
Based on your knowledge of hierarchies, would you say that this company has a tall hierarchy or a flat hierarchy and why?
· Tall Structure
· Flat Structure
Background information needed to answer Question #2:
Review how this company applies the Human Resources Cycle by reviewing the following memo:
“Hello, Head of HR here providing you a bit more insight into our process. I’ve included a flow chart on the high-level process (see below) but also wanted to provide a more detailed explanation. Our HR cycle begins with our recruiting department. We have campus recruiters who attend career fairs and develop relationships from select universities around the country. We also do a substantial amount of recruiting through LinkedIn, targeting professionals further along in their career with the backgrounds we look for. We then conduct phone screens with qualified candidates, followed by rigorous in-person interviews. We hire approximately 10% of the candidates we interview in-person. Once an employee comes on-board, our performance management system begins. Employees are required to write out goals and objectives after their first 30 days on the job. They have regular ongoing conversations with their direct managers, as well as with assigned mentors, regarding their performance. On or near their anniversary date, we conduct a formal performance review. In the review, we evaluate how the employee performed relative to the goals they mapped out for themselves, and relative to our expectations. Based on the result of the performance review, we make compensation adjustments and promotion decisions. Finally, when an employee do.
How do you get greater productivity out of your already existing workforce? The answer is education and learning. Learning is the equivalent of a software upgrade for the human mind, which makes your workforce capable of doing more tasks, or tasks faster because more people have the required skills to do different tasks. Deploying a Business Learning System therefore creates flexibility and is a great moral booster, and helps employee retention and succession planning alike. The presentation explains how to deploy a BLS, and why you should. If you like what you see, than don't be afraid to contact me at honestvalu@gmail.com, to either deploy a BLS at your work, produce a educational presentation for your company training needs, or other educational, promotional, or Consulting needs. Remember... We always give you an Honest Value!
Most business leaders are dissatisfied with the bonus plan their company offers. Why is that?
The reason they give is that their incentive plan just doesn’t “work.” But the core problem is they start with the wrong expectation. They want their plan to change employee behavior. Therefore, they build their bonus offering on a flawed premise. This becomes a costly issue because companies make huge investments in the performance awards they pay out. Having them not “work” is simply not acceptable. There is a better way—and we would like to teach it to you.
VisionLink has been building rewards strategies for over 20 years. Now we want to share our secrets with you. Join us to learn the four steps to effective pay design and why each is essential.
This research paper gave me insight in successful supervision with in a business environment. I was able to find ways to effectively motivate employees and what techniques are most effective in doing so. I found out what is the one most crucial aspect in being able to successfully reach employees and motivate them as well. I enjoyed learning how others were successful in managing and motivating those they work with.
The WHO and the HOW of achieving high-performance team work. PMIUKChapter
Outline of subjects you will cover;
The importance of knowing WHO is in your team, in relation to behavioural and technical skills.
An understanding of the 16 areas of teamwork, ranked by importance.
Speaker
Nick Fewings, CEO of Ngagementworks, is a Teamologist – someone who specialises in helping teams to achieve even greater success through the effectiveness of their teamwork.
Over 20 years, he has worked with 100s of teams around the globe, profiled 1,000 of individuals, and also spoken at over 500 conferences about how to achieve high-performance teamwork.
Nick is also the creator of the Team DyNAmics Model, that measures the effectiveness of 16 areas of teamwork, and in April 2022, published a book, Team Lead Succeed, which became an Amazon best seller.
Initial Training of Managers is very necessary as almost 60% of new managers fail due to lack of training. I have tried to help new managers in a simple way.
The Global Hemodynamic Monitoring Systems Market is expected to reach USD.......Akash Jaiswal
Hemodynamic Monitoring Systems Market by Product (Systems, & Disposables), Type (Invasive, Minimally invasive, & Non-invasive), End User (Hospitals, Cath labs, & Home and Ambulatory Care) - Global Forecasts to 2021
2017.02.03 50 law practice tips in 50 minutesAlan Klevan
Jared Correia and I provide 50 law practice management tips in 50 minutes to the Greater Newburyport Bar Association on February 3, 2017. This presentation focuses on the 4 elements of successful practice management - technology, marketing, practice and finance
NoSQL Databases: An Introduction and Comparison between Dynamo, MongoDB and C...Vivek Adithya Mohankumar
The research paper covers the consolidated interpretation of NoSQL systems, on the basis of performance, scalability and data aggregation, and compares the types of NoSQL databases based on their implementation and maintenance.
Improve Diabetic Symptoms With Exerciseaayuclinics
Diabetes is something of an epidemic in the U.S. today, but small changes in daily habits can help prevent diabetes and improve diabetic symptoms for those who have already been diagnosed. Here’s a look at what should be incorporated in a comprehensive physical activity routine, including aerobic exercise, strength training, and flexibility exercises, as well as tips to stay active throughout the day to improve your diabetic symptoms.
Assignment #4 – Business 100 Name Background information ne.docxdavezstarr61655
Assignment #4 – Business 100
Name:
Background information needed to answer Question #1:
Review the organizational chart below and the different types of company hierarchies:
Key Learning: Organizational Structures: Tall versus Flat Hierarchies
A tall hierarchy is a traditional way to organize management. There are many levels of employment, and a few employees at each level report up to a manager at the next level. For example, at Starbucks, baristas report to store managers, and store managers report to regional managers, and regional managers report to executives at headquarters. This works really well for Starbucks! Baristas are carefully and consistently trained and supervised so that you can count on the same cup of coffee at any store. Employees who want to advance can work hard and make their way up the chain to gain more management responsibilities. Business is efficient and quality is consistent.
On the other hand, some businesses prefer a flat hierarchy. When Paul and Ari founded Zingerman’s Delicatessen, they wanted to make sure that every employee felt empowered to make decisions to improve the customer experience. In their service-oriented business, Paul and Ari’s employees get their jobs done in creative and collaborative ways. A flat hierarchy makes this possible.
Question 1: Organizational Structure
Based on your knowledge of hierarchies, would you say that this company has a tall hierarchy or a flat hierarchy and why?
· Tall Structure
· Flat Structure
Background information needed to answer Question #2:
Review how this company applies the Human Resources Cycle by reviewing the following memo:
“Hello, Head of HR here providing you a bit more insight into our process. I’ve included a flow chart on the high-level process (see below) but also wanted to provide a more detailed explanation. Our HR cycle begins with our recruiting department. We have campus recruiters who attend career fairs and develop relationships from select universities around the country. We also do a substantial amount of recruiting through LinkedIn, targeting professionals further along in their career with the backgrounds we look for. We then conduct phone screens with qualified candidates, followed by rigorous in-person interviews. We hire approximately 10% of the candidates we interview in-person. Once an employee comes on-board, our performance management system begins. Employees are required to write out goals and objectives after their first 30 days on the job. They have regular ongoing conversations with their direct managers, as well as with assigned mentors, regarding their performance. On or near their anniversary date, we conduct a formal performance review. In the review, we evaluate how the employee performed relative to the goals they mapped out for themselves, and relative to our expectations. Based on the result of the performance review, we make compensation adjustments and promotion decisions. Finally, when an employee do.
How do you get greater productivity out of your already existing workforce? The answer is education and learning. Learning is the equivalent of a software upgrade for the human mind, which makes your workforce capable of doing more tasks, or tasks faster because more people have the required skills to do different tasks. Deploying a Business Learning System therefore creates flexibility and is a great moral booster, and helps employee retention and succession planning alike. The presentation explains how to deploy a BLS, and why you should. If you like what you see, than don't be afraid to contact me at honestvalu@gmail.com, to either deploy a BLS at your work, produce a educational presentation for your company training needs, or other educational, promotional, or Consulting needs. Remember... We always give you an Honest Value!
Most business leaders are dissatisfied with the bonus plan their company offers. Why is that?
The reason they give is that their incentive plan just doesn’t “work.” But the core problem is they start with the wrong expectation. They want their plan to change employee behavior. Therefore, they build their bonus offering on a flawed premise. This becomes a costly issue because companies make huge investments in the performance awards they pay out. Having them not “work” is simply not acceptable. There is a better way—and we would like to teach it to you.
VisionLink has been building rewards strategies for over 20 years. Now we want to share our secrets with you. Join us to learn the four steps to effective pay design and why each is essential.
This research paper gave me insight in successful supervision with in a business environment. I was able to find ways to effectively motivate employees and what techniques are most effective in doing so. I found out what is the one most crucial aspect in being able to successfully reach employees and motivate them as well. I enjoyed learning how others were successful in managing and motivating those they work with.
The WHO and the HOW of achieving high-performance team work. PMIUKChapter
Outline of subjects you will cover;
The importance of knowing WHO is in your team, in relation to behavioural and technical skills.
An understanding of the 16 areas of teamwork, ranked by importance.
Speaker
Nick Fewings, CEO of Ngagementworks, is a Teamologist – someone who specialises in helping teams to achieve even greater success through the effectiveness of their teamwork.
Over 20 years, he has worked with 100s of teams around the globe, profiled 1,000 of individuals, and also spoken at over 500 conferences about how to achieve high-performance teamwork.
Nick is also the creator of the Team DyNAmics Model, that measures the effectiveness of 16 areas of teamwork, and in April 2022, published a book, Team Lead Succeed, which became an Amazon best seller.
Initial Training of Managers is very necessary as almost 60% of new managers fail due to lack of training. I have tried to help new managers in a simple way.
Sooner or later you’ll find your-self leading a team where one.docxrosemariebrayshaw
Sooner or later you’ll find your-self leading a team where one
or more of your people work
remotely. You can turn this situa-
tion into an advantage by leverag-
ing diverse backgrounds and
highly motivated employees. To do
this, you’ll need to avoid the possi-
ble communication and effective-
ness pitfalls and make sure you’re
making use of all the means at
your disposal to operate effectively
from a distance. Interestingly
enough, my experiences in P&G as
both a remote manager and a
remote employee have made me a
more disciplined manager.
Various situations, be it with
remote teams who work from
their homes or international
employees in different time zones,
bring unique characteristics to
which you’ll need to adjust your
management style. That said, the
basics for any manager remain the
same—you just have to do them
better. Do them well, and you’ll
have a highly energized and driven
work team. The consequences of
not doing so are twice as disas-
trous with remote teams.
What You Can Do
Let me share some of my favorite
must-do items for any remote
leader.
1. Energize your team with a
vision. To win as a team and as an
organization, it’s critical to involve
your remote group in the creation
and deployment of a common
vision. Ask yourself what your
most important breakthrough will
be, and set this as the direction
that propels your people and your
action plan. If it isn’t possible to do
this face to face, take time to have a
brainstorming forum, group chats,
and calls with video where you
come to a clear, meaningful state-
ment of the accomplishment your
team will be known for.
2. Engage them with a robust
action plan. This is probably one
of the most critical aspects of
remote leadership. Each team
member needs to feel engaged and
have a clear understanding about
what will be requested from them
or their teams, how it will be mea-
sured, and when you will expect it.
To do this well is to set a solid
foundation and clear the way for
what will come. Draft an action
plan with a clear link to your
vision, and engage each team
member individually with the
objectives assigned to them. Align
on the way updates will be pre-
sented and on key milestones.
Give examples of the way you like
updates to be presented and the
data you expect to see in them.
3. Be in touch with your team.
You need to be disciplined about
having periodic touchpoints in
order to stay connected. Watch out
for overly independent employees
who think they don’t need direc-
tion and allow the distance to
grow. It’s important to align prior-
ities, review action-plan progress,
and talk about career develop-
ment. It also doesn’t hurt to build
a personal relationship that fosters
trust and open communication.
Though there are various con-
straints, mostly financial, make
sure to schedule face-to-face time
as much as possible, and, again,
make use of the vast array of avail-
able videoconferencing te.
Ten Steps for Conducting a Communications Audit By Katlin Sm.docxmehek4
Ten Steps for Conducting a Communications Audit
By Katlin Smith, APR, Principal, UrbanWords™ Group
What are you communicating? Are your communications effective?
A Communications Audit will answer these questions. A Communications Audit is a
systematic research method, which will identify the strengths and weaknesses of your
current internal and external communications.
An effective Communications Audit will identify:
• how past communications were handled
• key audiences, what they currently know about your business, service, product or organization, what they
need and want to know and how they prefer to be reached
• strengths and weakness in current communications programs
• untapped opportunities for future communications
A Communications Audit asks:
• What are our current goals and objectives for communications?
• How well is the current Communications Plan working?
• Are our messages clear and consistent? Do we have a coordinated graphic identity?
• Are we reaching key audiences with our messages and moving them to action?
• What communications have been most effective?
• What do customers think of our communications?
• Do our communications support our overall strategic plan for our business or organization?
• What would make our communications more effective in the future?
• What communications opportunities are we missing?
You may either conduct a self-assessment or hire a professional to perform the audit. These 10 steps will help you
complete your Communications Audit.
Step 1: Determine key areas to be audited.
Look at both internal and external communications. Include everything from your standard identity pieces (business
cards, letterhead, logo and signage) to promotional materials to news coverage received. Don’t forget to analyze your
Web site and other online marketing materials.
Step 2: Choose your research methods.
To conduct your audit, select among numerous research methods such as one-on-one interviews, focus groups, online
or telephone surveys and media analysis.
Step 3: Collect and evaluate your past communications.
Spread all of last year’s communications pieces–internal and external–on a conference room table. Ask:
• How did we inform the public about our business? What worked? What didn’t?
• Were our graphics coordinated and messages consistent?
• Who were our key audiences?
• What were our key messages?
• Did we reach our audiences with the right messages?
• What media coverage did we receive? Was it effective? What media opportunities did we miss?
• Did we successfully tell our story in our communications?
Take the time to analyze each communications piece. Create a written list of what worked, and what didn’t. Survey a
few trusted staff and clients. What did they appreciate and why? What didn’t work for them?
Step 4: Look outward: Query your customers.
Choose neutral researchers to query your customers. Electronic surveys, one-on-one inter ...
2014 Customer Success Salary Survey Report By TotangoTotango
The 2nd annual Customer Success Salary Survey Report (formerly State of the Profession: Customer Success report) brings in details of compensation trends, goals, challenges, and successes.
See the infographic and read the full blog here: http://v.alue.co/1qmZvzJ
APM Event sponsored by the SWWE Branch on 8 September 2022.
Speaker:Nick Fewings, Director of Ngagementworks
APM’s research in 2015, Conditions for Project Success identifies competent teams as a key requirement. This was reinforced by the 2021 Dynamic Conditions for Project Success which additionally identified team ethos and interpersonal skills. So how do you develop a high performing team?
Research suggests that only 10% of teams are high-performing, 50% are average and 40% dysfunctional. Nick Fewings, author of best-selling book, Team Lead Succeed, will share some of his insights into how to achieve high-performance teamwork, based on his 10 years’ experience of leading teams and 20 years facilitating team development with teams around the world.
https://www.apm.org.uk/news/the-who-and-the-how-of-high-performance-teamwork/
The Role of People Management, Performance and Incentives in more effective L...Kenny Ong
LAB Design Asia 2008 Conference, Singapore
*The role of proper people management in ensuring lab safety and security
* The ‘People’ problem in lab security and how to deal with it
* Enhancing lab security by proper performance management of lab personnel
* Designing incentive schemes that encourages lab safety
* Using the right management and leadership methods to supervising lab personnel in order to ensure lab security