This document provides guidance on how to rate workplace satisfaction. It explains that workplaces vary significantly in their structure, management styles, and treatment of employees. To compare workplaces, it recommends measuring employee satisfaction across three dimensions: connection, appreciation, and trust. Employees are asked to rate their workplace from 1 to 5 stars in each of these areas to calculate an overall satisfaction score. Providing honest ratings can help both employees and management better understand how happy or unhappy workers feel in their current job. It also helps job seekers identify workplaces that are more likely to meet their needs and preferences.
Method of measuring job satisfaction
Generally there are 2 methods
simple global rating and summation
and also a 3rd personal interview for extreme circumstances.
We have made a presentation on 'Job Dissatisfaction'. We made a 'Pareto chart' that shows the statistics of the various reason of job dissatisfaction. One of us has a family business. So we spoke to the people working in his firm about whether they are dissatisfied with their jobs or no. And if they are not satisfied with their job then we asked them the reason about their dissatisfaction. We took a count of these people and using this statistics we made the pareto chart.
Team Members:
Sairaj Hemachandran
Nishka Vikas Gulati
Emotional intelligence is the foundation of sound decision making which is at the core of consistently high performance. Studies on the impact of emotional intelligence in the workplace emphasize that organizations with higher levels of emotional intelligence reap benefits on productivity and success; therefore forward thinkers continue to mine it for business tools that lead to superior performance. Business leaders who use Emotional Quotient expertise to build an emotionally intelligent culture do gain a competitive edge for their organization in the marketplace.
Job satisfaction is how content an individual is with his or her job.Scholars and human resource professionals generally make a distinction between affective job satisfaction and cognitive job satisfaction.
Method of measuring job satisfaction
Generally there are 2 methods
simple global rating and summation
and also a 3rd personal interview for extreme circumstances.
We have made a presentation on 'Job Dissatisfaction'. We made a 'Pareto chart' that shows the statistics of the various reason of job dissatisfaction. One of us has a family business. So we spoke to the people working in his firm about whether they are dissatisfied with their jobs or no. And if they are not satisfied with their job then we asked them the reason about their dissatisfaction. We took a count of these people and using this statistics we made the pareto chart.
Team Members:
Sairaj Hemachandran
Nishka Vikas Gulati
Emotional intelligence is the foundation of sound decision making which is at the core of consistently high performance. Studies on the impact of emotional intelligence in the workplace emphasize that organizations with higher levels of emotional intelligence reap benefits on productivity and success; therefore forward thinkers continue to mine it for business tools that lead to superior performance. Business leaders who use Emotional Quotient expertise to build an emotionally intelligent culture do gain a competitive edge for their organization in the marketplace.
Job satisfaction is how content an individual is with his or her job.Scholars and human resource professionals generally make a distinction between affective job satisfaction and cognitive job satisfaction.
How can satisfaction in the workplace be fixed and/or improved? Both employees and employers can take action to increase their job satisfaction. Commitment from both sides leads to understanding and improvement in the workplace. O.C. Tanner provides 5 tips for each to help increase employee satisfaction and retain top talent.
A company is facing high attrition rate. The major concerns being motivation and attitude of the employees.
There might be no clear links between attitude and attrition, in this study we will try to assume some attitudes of employees that could lead to attrition in an organisation. And also discuss some motivational measures that could be used to reduce the attrition rate in the company.
The purpose of this paper is to discuss on the concept of job satisfaction and how job satisfaction can make impact on the performance of employees in an organization. The paper will be limited to the positive and negative effects of Job satisfaction. Secondly, the literature review will discuss the relationship between employee motivation, job satisfaction and employee performance.
Job Satisfaction | Factors that Cause Job Satisfaction |FaHaD .H. NooR
Job Satisfaction | Factors that Cause Job Satisfaction |
Impact of Job Satisfaction on Job performance
OCB
Customer satisfaction
Absenteeism and turnover
Workplace deviance
Attitudes and Job Satisfaction - Organizational BehaviorFaHaD .H. NooR
This is a focus on Attitudes and Job Satisfaction. Managers should be interested in their employees’ attitudes because attitudes give warnings of potential problems and influence behavior. Creating a satisfied workforce is hardly a guarantee of successful organizational performance, but evidence strongly suggests that whatever managers can do to improve employee attitudes will likely result in heightened organizational effectiveness. Attitudes are evaluative statements or judgments concerning objects, people, or events. Attitudes are made up of three components. The cognitive component is made up of the belief in the way things are. The effective component is the more critical part of the attitude as it is calls upon the emotions or feelings. The behavioral component describes the intention to behave in a certain way toward someone or something. These three components work together to aid in our understanding of the complexity of an attitude. Sometimes we observe people who will change what they say so it doesn’t contradict their behavior. When attitudes and behaviors don’t line up, individuals will experience cognitive dissonance. This incongruity is uncomfortable and individuals will seek to reduce the dissonance to find consistency.
People are willing to live with some discomfort but the degree to which this is true depends upon the importance of the elements, how much influences the individual has in the situation, and the rewards available.
How can satisfaction in the workplace be fixed and/or improved? Both employees and employers can take action to increase their job satisfaction. Commitment from both sides leads to understanding and improvement in the workplace. O.C. Tanner provides 5 tips for each to help increase employee satisfaction and retain top talent.
A company is facing high attrition rate. The major concerns being motivation and attitude of the employees.
There might be no clear links between attitude and attrition, in this study we will try to assume some attitudes of employees that could lead to attrition in an organisation. And also discuss some motivational measures that could be used to reduce the attrition rate in the company.
The purpose of this paper is to discuss on the concept of job satisfaction and how job satisfaction can make impact on the performance of employees in an organization. The paper will be limited to the positive and negative effects of Job satisfaction. Secondly, the literature review will discuss the relationship between employee motivation, job satisfaction and employee performance.
Job Satisfaction | Factors that Cause Job Satisfaction |FaHaD .H. NooR
Job Satisfaction | Factors that Cause Job Satisfaction |
Impact of Job Satisfaction on Job performance
OCB
Customer satisfaction
Absenteeism and turnover
Workplace deviance
Attitudes and Job Satisfaction - Organizational BehaviorFaHaD .H. NooR
This is a focus on Attitudes and Job Satisfaction. Managers should be interested in their employees’ attitudes because attitudes give warnings of potential problems and influence behavior. Creating a satisfied workforce is hardly a guarantee of successful organizational performance, but evidence strongly suggests that whatever managers can do to improve employee attitudes will likely result in heightened organizational effectiveness. Attitudes are evaluative statements or judgments concerning objects, people, or events. Attitudes are made up of three components. The cognitive component is made up of the belief in the way things are. The effective component is the more critical part of the attitude as it is calls upon the emotions or feelings. The behavioral component describes the intention to behave in a certain way toward someone or something. These three components work together to aid in our understanding of the complexity of an attitude. Sometimes we observe people who will change what they say so it doesn’t contradict their behavior. When attitudes and behaviors don’t line up, individuals will experience cognitive dissonance. This incongruity is uncomfortable and individuals will seek to reduce the dissonance to find consistency.
People are willing to live with some discomfort but the degree to which this is true depends upon the importance of the elements, how much influences the individual has in the situation, and the rewards available.
In this file, you can ref useful information about performance appraisal objectives examples such as performance appraisal objectives examples methods, performance appraisal objectives examples tips, performance appraisal objectives examples forms, performance appraisal objectives examples phrases … If you need more assistant for performance appraisal objectives examples, please leave your comment at the end of file.
Performance appraisal is the systematic evaluation of employees with respect to their performance on their job and their potential for development. In other words, it is the process of measuring productivity in terms of efficiency and effectiveness.
Performance Management is the process of defining clear objectives and targets for individuals and teams, and the regular review of actual achievement and eventual rewarding for target achievement.
The process should ensure that individual and team effort support the organizational objectives and that key stakeholder expectations are realized by focusing on key value drivers
In politics, business, and education, individuals need to be held .docxbradburgess22840
In politics, business, and education, individuals need to be held accountable for their actions. Unfortunately, too many people do not know what it means to be accountable. This chapter discusses the concepts of accountability and workplace relationships. The concepts of empowerment, responsibility, and accountability are all about personal choices. These personal choices not only impact how successfully you will perform at work but have a tremendous impact on workplace relationships.
In chapter 5 we discussed power bases and how workplace power affects politics and ethical behavior. Employees in the workplace have power. Unfortunately, many people in the workplace do not use their power appropriately or at all. As companies place an increased focus on quality and performance, correct decision making by employees becomes more and more important.
Empowerment is pushing power and decision making to the individuals who are closest to the customer in an effort to increase quality, customer satisfaction, and, ultimately, profits. The foundation of this basic management concept means that if employees feel they are making a direct contribution to a company's activities, they will perform better. This will then increase quality and customer satisfaction.
Consider the case of a manager for a retail customer service counter telling his employee to make the customer happy. The manager feels he has empowered his employee. However, the next day, the manager walks by the employee's counter and notices that the employee has given customers refunds for their returns, even when the return did not warrant a refund. The boss immediately disciplines the employee for poor performance. Didn't the employee do exactly what the manager asked the employee to do? Did the manager truly empower his employee? The answer is no. Telling someone to do something is different than showing someone the correct behavior. The employee interpreted the phrase "make the customer happy" differently from the manager's intention. The proper way for the manager to have empowered the employee would have been to discuss the company's return policies, role-play various customer scenarios, and then monitor the employee's performance. If or when the employee made errors through the training process, the wrong behavior should have been immediately corrected while good performance should have immediately received positive reinforcement.
When you, as an employee, demonstrate a willingness to learn, you have taken responsibility. Responsibility is accepting the power that is being given to you. If you are not being responsible, you are not fully utilizing power that has been entrusted to you. The concept of empowerment and responsibility is useless without accountability. Accountability means that you will report back to whoever gave you the power to carry out that responsibility. Employees at all levels of an organization are accountable to each other, their bosses, their customers, and the com.
DBA 7420, Organizational Behavior and Comparative Mana.docxtienmixon
DBA 7420, Organizational Behavior and Comparative Management 1
Course Learning Outcomes for Unit VII
Upon completion of this unit, students should be able to:
6. Examine how differentiating characteristics factor into organizational behavior.
6.1 Summarize motivation in organizations.
6.2 Assess work-related attitudes such as feelings about the job, organization, and people at work.
6.3 Examine emotions and their impact on the job.
Course/Unit
Learning Outcomes
Learning Activity
6.1
Unit Lesson
Unit VII Annotated Bibliography
6.2
Unit Lesson
Chapter 3, pp. 74–94
Chapter 4, pp. 102–128
Unit VII Annotated Bibliography
6.3
Unit Lesson
Chapter 3, pp. 74–94
Chapter 4, pp. 102–128
Unit VII Annotated Bibliography
Reading Assignment
Chapter 3: Attitudes and Job Satisfaction, pp. 74–94
Chapter 4: Emotions and Moods, pp. 102–128
Unit Lesson
Introduction
As humans, we all deal with an influx of emotions and moods daily. How many times have you heard people
dreading that Monday was approaching? How many times have you overheard people celebrating that Friday
arrived? Life happens, and we all must deal with how we feel about that. We have all heard people identify
some as having a good attitude or a bad attitude, but what does that really mean? Many people think of
outlooks or perspectives about something when thinking about attitudes; however, it is much more complex
than that. In this unit, we will learn about emotions and moods and how they can influence our attitudes. We
will also explore how they impact the workplace and what this means for managers.
Emotions and Moods
As we begin to delve into a discussion on feelings, we need to have a solid understanding of some basic
terminology. Key words include affect, emotions, and moods. Everyone experiences each of these from time
to time; however, few fully understand the difference. Would you know how to distinguish an emotion from a
mood?
UNIT VII STUDY GUIDE
Attitudes, Emotions, and Impacts
DBA 7420, Organizational Behavior and Comparative Management 2
UNIT x STUDY GUIDE
Title
Whenever we experience something, it tends to affect us in some way. The effect can encompass a broad
range of feelings from good to bad. Regardless of where the effect is on the scale, it is how we feel. An
emotion, in this instance, is a short-lived feeling based upon a specific event that occurred in our life (Robbins
& Judge, 2019). In contrast, a mood is more of a longer-term emotion that is less intense and not necessarily
specific to a life event.
When we consider the many events that occur in the workplace, any of these may trigger an emotion or lead
to a mood. What sets many of us apart from others is something known as emotional intelligence. This
emotional intelligence is an ability to not only be in tune with our emotions and that of others. We need to be
able to understand how we should handle and respond to t.
DBA 7420, Organizational Behavior and Comparative Mana.docxmarilynnhoare
DBA 7420, Organizational Behavior and Comparative Management 1
Course Learning Outcomes for Unit VII
Upon completion of this unit, students should be able to:
6. Examine how differentiating characteristics factor into organizational behavior.
6.1 Summarize motivation in organizations.
6.2 Assess work-related attitudes such as feelings about the job, organization, and people at work.
6.3 Examine emotions and their impact on the job.
Course/Unit
Learning Outcomes
Learning Activity
6.1
Unit Lesson
Unit VII Annotated Bibliography
6.2
Unit Lesson
Chapter 3, pp. 74–94
Chapter 4, pp. 102–128
Unit VII Annotated Bibliography
6.3
Unit Lesson
Chapter 3, pp. 74–94
Chapter 4, pp. 102–128
Unit VII Annotated Bibliography
Reading Assignment
Chapter 3: Attitudes and Job Satisfaction, pp. 74–94
Chapter 4: Emotions and Moods, pp. 102–128
Unit Lesson
Introduction
As humans, we all deal with an influx of emotions and moods daily. How many times have you heard people
dreading that Monday was approaching? How many times have you overheard people celebrating that Friday
arrived? Life happens, and we all must deal with how we feel about that. We have all heard people identify
some as having a good attitude or a bad attitude, but what does that really mean? Many people think of
outlooks or perspectives about something when thinking about attitudes; however, it is much more complex
than that. In this unit, we will learn about emotions and moods and how they can influence our attitudes. We
will also explore how they impact the workplace and what this means for managers.
Emotions and Moods
As we begin to delve into a discussion on feelings, we need to have a solid understanding of some basic
terminology. Key words include affect, emotions, and moods. Everyone experiences each of these from time
to time; however, few fully understand the difference. Would you know how to distinguish an emotion from a
mood?
UNIT VII STUDY GUIDE
Attitudes, Emotions, and Impacts
DBA 7420, Organizational Behavior and Comparative Management 2
UNIT x STUDY GUIDE
Title
Whenever we experience something, it tends to affect us in some way. The effect can encompass a broad
range of feelings from good to bad. Regardless of where the effect is on the scale, it is how we feel. An
emotion, in this instance, is a short-lived feeling based upon a specific event that occurred in our life (Robbins
& Judge, 2019). In contrast, a mood is more of a longer-term emotion that is less intense and not necessarily
specific to a life event.
When we consider the many events that occur in the workplace, any of these may trigger an emotion or lead
to a mood. What sets many of us apart from others is something known as emotional intelligence. This
emotional intelligence is an ability to not only be in tune with our emotions and that of others. We need to be
able to understand how we should handle and respond to t.
Nothing affects employee morale more insidiously than persistent workplace negativity. It saps the energy of your organization and diverts critical attention from work and performance. Negativity occurs in the attitude, outlook, and talk of one department member, or in a crescendo of voices responding to a workplace decision or event.
Join an Employer Where You Fit in the Organization CultureEmployment Crossing
Harrison believes that organization culture plays a great part in ones success and happiness in your career. In any business environment, when the employee and employer are on the same plane, success is much more likely. It becomes a mutually beneficial relationship.
The Importance of Performance Appraisals One-panel comic of .docxMARRY7
The Importance of Performance Appraisals
One-panel comic of a woman reading to her daughter before bed. The girl says to her mother, "I think the Little Engine was probably worried about his performance reviews."
Throughout your life, people will make life-changing evaluations of your performance. From elementary school through college, on the playing field and in your community, from your first part-time job to your adult career, others will give you tests and evaluate and compare your performance, the results of which will determine your advancement (or failure to advance) to the next phase of life.
Within organizations, assessment of employees' performance tends to be perceived as a necessary evil that neither managers nor staff particularly like. Many employees fear that even one low performance rating could affect their pay or damage their career. Even more frightening is the prospect of receiving low ratings from a manager who doesn't ever directly observe or work with the employee but uses secondhand information or personal biases to make his or her evaluations. Sadly, this frequently happens.
Consider This: How Do You Feel About Being Evaluated?
•Think about one or more occasions in which you were being evaluated. It could be at work, school, a playing field, or elsewhere.
•Describe your feelings and thoughts before receiving these evaluations. Were you anxious? Were you looking forward to the evaluations?
•Describe your feelings and thoughts while receiving these evaluations. Were you surprised? Upbeat? Interested in receiving feedback? Actively involved? Passively receiving the information? Feeling under attack?
•Describe your feelings and thoughts immediately after these evaluations. Were you excited? Flattered? Humiliated? Angry? Defensive?
•What effects did these evaluations have on your personal, social, or professional life? Did they make you a better person in any way? Explain.
Managers also suffer anxiety when completing performance appraisals. Most often, they worry that criticisms, no matter how small, might provoke negative reactions, ranging from disappointment and frustration to anger and hostility. These emotions can put strain on the manager-employee relationship or cause the employee to become less motivated or even to quit. As a result, managers tend to shy away from providing negative performance feedback, which of course negates accuracy.
Consider This: How Do You Feel About Evaluating Others?
•Think about one or more occasions in which you had to evaluate or give feedback to someone. Again, it can be at work, school, or a playing field. Personal and social settings can also be used for this exercise.
•Describe your feelings and thoughts before you gave your evaluation or feedback. Were you anxious? Hesitant? Excited?
•What were your primary concerns? The fairness of your evaluations? The reactions of the people you were evaluating? The repercussions of your evaluation for yourself and/or the person you ...
It is nothing but being comfortable in one's work environ and making others around similarly comfortable. Fitting in means sharing a common set of beliefs and philosophies about the world. Employers want to hire people who will embrace, on philosophical and moral levels, their approach towards business and the world.
When you discuss individual differences among your friends, you mi.docxphilipnelson29183
When you discuss individual differences among your friends, you might start by talking about your presonalities, or skills and abilities. We’ll do the same. In the chapter that follows we will discuss these and other differences. We will also discuss emotions, which we consider a key individual level process in response to personal and environmental inputs. By the end of the chapter you will have a much greater understanding of how individual differences and emotions affect a host of outcomes at the individual and group levels of OB. You also will learn some practical tips on how to use this knowledge to improve your success at school, at work, and in your larger life. Page 73 winning at work TO START FAST AND START RIGHT, BE PROACTIVE IN YOUR FIRST 30 DAYS Shannon Deegan, director of People Operations at Google, said: “We tell employees, ‘You own your career.’ . . . If an employee loves part of a job yet wanted to do it on a different team, ‘it’s cool,’ he says.”1 This is a loud endorsement for proactivity at work. And while you may never work for Google, you can still benefit from his advice. Being proactive is a benefit in many arenas of life and can be especially beneficial when starting a new job. Don’t count on your employer to do all the work in the early stages, or onboarding process, of a new job. We’ve listed seven recommendations to help you start fast and start right. SOURCE: From Jennifer King, “6 Things New Hires Should Do in the First 30 Days,” SoftwareAdvice.com, http://blog.softwareadvice.com/articles/hr/new-hire-check-list-1071312/. Reprinted with permission. 1.Come Up with Your Elevator Pitch. You only get one chance to make a first impression. So, before you start introducing yourself to everyone, figure out what you’re going to say when you meet them. 2.Understand Your Role and How You’ll Be Evaluated. The responsibilities of the job you were hired for could change by the time you start work. Reach out to your manager about what may have changed and make sure you have a clear understanding of your current role, responsibilities, and authority before you take on any projects. 3.Learn the Business. Before you can begin to contribute to an organization, you need to figure out how the company works. How does your company do business? What are its objectives? 4.Interview Your Boss. The key to being a successful new employee is helping your boss be successful. Find out what keeps your boss up at night and come up with creative ways to alleviate those worries. 5.Be Ambitious, but Have Restraint. You might be eager to start contributing right away and fixing everything you see wrong with the organization. That intention is good, but tread lightly. As a new hire you won’t have the historical context about why a policy or process may or may not need fixing. 6.Be Proactive about Your Onboarding. One day of orientation and a meet and greet with your team may be the extent of your company’s onboarding program. If so, be proactive with.
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Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
1. Performance appraisal doc
How to rate your workplace and compare it with others
Workplaces vary enormously. From the hustle and bustle of a factory floor to well lit
beautiful individual offices. It is quite surprising the environments that we can tolerate
to earn our living. Organisations vary as well, there are companies, public sector
departments and ministries as well as non-profits. Organisational structures can vary
with steep hierarchies with well defined ranks to flat almost linear structures of co-
operatives. Many organisations have several sites, and of course some of these sites
may be in different countries. Internal to the structure are individuals who manage the
organisation, from the Chairman of the Board, CEO or Managing Director down to
the supervisory level. Some managers may be slave drivers while others could be
considered as too easy going. Salaries and wages will differ from one job to another;
some employees treated fairly some are not.
So with all these variations how is it possible that workplaces can be compared? The
way through this is how people respond to their workplace, similar to how tourists
respond to hotels overseas. A tourist will feel that their satisfaction will be the highest
as economic theory informs us, with the person's needs met. However, one person's
preferences may be another's dislike For instance, being in a busy tourist area may not
suit the individual seeking quiet and peace in their holiday hotel. But when all the
ratings of that particular hotel are averaged, an observer can then make judgments
about the hotel and whether to book it or not. All this is very necessary information to
make better decisions on spending that vacation dollar or euro than just chancing a
hotel blindly.
Similarly we can draw conclusions about our workplaces. Add up the levels of
satisfaction and an average rating can be given. An observer can then make judgments
about which workplaces are the happiest. This information is what is missing from a
job search point of view. Many people get caught on being in unhappy workplaces as
they have walked in blindly. There is no other way that they can get this very
necessary information. For instance, would you join a company that is known to have
a unhappy rating? For many people the answer would be no. Some might still battle
on, believing that it will not affect them. That is ok, as that is their choice, but for
those who prefer to work in happier situations, it does matter. Stress will occur shortly
after arrival as their needs are not being met, and with that come the longer-term
harmful effects of stress on their health with lower immune responses and more
illness, physical and mental. After all, most people spend at least 8 hours a day in
their workplace and if they are unhappy that equates to one third of their lives.
Considering that one third will be spent sleeping, the remaining time will be spent
worrying about their work - after work hours!
So how can the illusory idea of happiness be measured? Simply through measuring
their emotional response to their workplace.
2. The three major dimensions of emotions that people feel are that of connection, those
of appreciation and finally those linked with trust. It is these three themes that are
developed in the star rating system so that a true assessment can take place.
Connection will be measured in terms of respect that you feel in your workplace. Are
the other employees friendly?
Appreciation is measured on how you feel about your tangible rewards (salary, wages,
perks of the job, allowances etc) and the more intangible recognition (thanks,
employee of the month awards etc) for the work that you do.
Trust is measured by the feelings of freedom that you have in your workplace, this
can be in terms of appropriate supervision (not micro-managing), high autonomy,
being able to speak up even if it is bad news about the work or organisation.
Sometimes workplaces can be very fear driven for instance, "Meet the production
target or you are fired!" type of communications from your boss.
Theory has it that if you are not feeling good about these three emotional dimensions
that it will result in stress for you, or vice versa, stress will push you into feeling
unhappy about your workplace. Your rating has to rely on your honest measures of
how you feel, then it can be a true reflection of the workplace.
What if I rate my company low and yet others rate it highly? There are several
comments about this fact. Employees could be told to rate high and against their true
feelings, it could result in a skewed average rating. We would like you to contact us if
you think that this is the case and we can look into this possible breach. If it is a true
reflection, it could be that a bully has targeted you, and that your unhappiness is
created by this harmful practice. This outcome would verify your instincts and create
an awareness of what is truly going on. Of course our advice in this instance is to
leave the bully, but you must ensure that you have another job in place first. Finally it
could be down to the possibility that you may have some difficulties integrating into a
workplace and checking this out with professional help (for instance a career advisor)
may be of assistance to you.
So answering the questions of:
· How well do you feel connected to your workplace?
· How well are you appreciated in your workplace?
· How well are you trusted in your workplace?
By rating with one to five stars will ensure an accurate reflection of how happy
(satisfied) or unhappy (dissatisfied) you are in your workplace. To give an example:
A person rates the questions after reading and understanding what is being measured
· How well do you feel connected to your workplace? (4 stars)
· How well are you appreciated in your workplace? (2 stars)
3. · How well are you trusted in your workplace? (1 star)
This gives a total of 7 stars. Divide by 3, and we have 2.33 as an overall indicator of
this person's satisfaction with his/her workplace.
Why should I bother to rate my workplace? It can be a good reality check for you as
an employee to see how others view the workplace. Also it gives a measure to how to
employees feel about the workplace when a jobseeker or applicant is considering
future employment. Being honest with your assessment will help incoming workers
decide on whether or not to continue with their application and look elsewhere.
Probably the biggest effect will be on your workplace management. Shareholders
would be interested, as well as investors. It is a very important measure of how well
management is working, as they can compare your workplace to:
· other workplaces within the organisation
· other workplaces within your industry or country
This means it is a highly valued piece of management information that is rarely
produced in organisational development, management performance reviews or
reflected in the stockmarket share price.
http://performanceappraisalebooks.info/ : Over 200 ebooks, templates, forms for
performance appraisal.
