Small Company, Big Impact--Core Values in Action at PulsePointPulsePoint
Engineers. Pixel perfectionists. Code ninjas. Deal closers. Talent hunters. Data scientists. Media gurus. We strive everyday to create work that makes our clients happy, our teams happy and most importantly, ourselves happy. We celebrate individuality and cultivate a corporate culture that is nothing short of awesome. We’re a small company where every employee makes a BIG impact.
Join us if you’re up to the challenge.
recruiting@pulsepoint.com
https://www.pulsepoint.com/job-board.html
Our culture is the summary of who we are at meploy & what we value. It make us understand how we work together & treat each other.
This deck is our second edition and will be revised & updated during 2020.
At Asana, we put a lot of time, energy, money, and most importantly, heart, into our company culture. That's why we recently updated our 2014 Culture Code deck.
Our culture is much more than we could ever put into a group of slides, but we did our best to pack as much of it into this Culture Code. Flip through to get a glimpse into what our agency is all about.
AES helps you believe in better. This presentation is part manifesto and part employee handbook. It’s about who we are, and what we aspire to become (and we continue to work hard to get there).
Small Company, Big Impact--Core Values in Action at PulsePointPulsePoint
Engineers. Pixel perfectionists. Code ninjas. Deal closers. Talent hunters. Data scientists. Media gurus. We strive everyday to create work that makes our clients happy, our teams happy and most importantly, ourselves happy. We celebrate individuality and cultivate a corporate culture that is nothing short of awesome. We’re a small company where every employee makes a BIG impact.
Join us if you’re up to the challenge.
recruiting@pulsepoint.com
https://www.pulsepoint.com/job-board.html
Our culture is the summary of who we are at meploy & what we value. It make us understand how we work together & treat each other.
This deck is our second edition and will be revised & updated during 2020.
At Asana, we put a lot of time, energy, money, and most importantly, heart, into our company culture. That's why we recently updated our 2014 Culture Code deck.
Our culture is much more than we could ever put into a group of slides, but we did our best to pack as much of it into this Culture Code. Flip through to get a glimpse into what our agency is all about.
AES helps you believe in better. This presentation is part manifesto and part employee handbook. It’s about who we are, and what we aspire to become (and we continue to work hard to get there).
The Socious Way Culture Code: How We Work & What We ValueSocious
Get a peek into the culture and beliefs at online community software company, Socious. Learn about the words we live by and aspire to as we serve our customers businesses, association, & user groups) and each other.
These slides are a living document. They contain the values conveyed by a company’s people and their actions.We created The Socious Way because we want to work for a company that we love. We are sharing our values to stand behind our brand, attract the best people to join our team (and keep them), and share our values with our customers and partners.
This code in only the beginning. It is the way that we live out these values in our leadership, words, and actions that make this document meaningful.
About Socious
Socious provide online community software and services that help organizations strengthen relationships with customers, members, partners, and employees.
Learn more at www.socious.com and follow us on Twitter at @SociousSoftware or @SociousSuccess (nonprofits).
Job performance not a predictor of engagement (Leadership IQ whitepaper)Benjamin Crucq
The employees bringing you the least value are often more engaged than the folks who reliably deliver good and great performance. There are ample reasons why this puts organizations at risk. And one of them is the fact that high performers, who thrive on being highly engaged, don’t tend to stick around very long if they aren’t engaged.
ATTOLLO Culture Deck - Creating the future together. ATTOLLO
ATTOLLO's culture is in all that we do – our interactions, our relationships, what we expect from our company and what the company expects from us. Cementing this our culture deck and helps to keep us on track. #ateam #attollo #culture #culturedeck
At Angi, we are on a ground-breaking mission to become the home for everything home. To achieve this ambitious goal, each of us must act as a leader. At Angi, a leader is someone who lives our values every day.
The Socious Way Culture Code: How We Work & What We ValueSocious
Get a peek into the culture and beliefs at online community software company, Socious. Learn about the words we live by and aspire to as we serve our customers businesses, association, & user groups) and each other.
These slides are a living document. They contain the values conveyed by a company’s people and their actions.We created The Socious Way because we want to work for a company that we love. We are sharing our values to stand behind our brand, attract the best people to join our team (and keep them), and share our values with our customers and partners.
This code in only the beginning. It is the way that we live out these values in our leadership, words, and actions that make this document meaningful.
About Socious
Socious provide online community software and services that help organizations strengthen relationships with customers, members, partners, and employees.
Learn more at www.socious.com and follow us on Twitter at @SociousSoftware or @SociousSuccess (nonprofits).
Job performance not a predictor of engagement (Leadership IQ whitepaper)Benjamin Crucq
The employees bringing you the least value are often more engaged than the folks who reliably deliver good and great performance. There are ample reasons why this puts organizations at risk. And one of them is the fact that high performers, who thrive on being highly engaged, don’t tend to stick around very long if they aren’t engaged.
ATTOLLO Culture Deck - Creating the future together. ATTOLLO
ATTOLLO's culture is in all that we do – our interactions, our relationships, what we expect from our company and what the company expects from us. Cementing this our culture deck and helps to keep us on track. #ateam #attollo #culture #culturedeck
At Angi, we are on a ground-breaking mission to become the home for everything home. To achieve this ambitious goal, each of us must act as a leader. At Angi, a leader is someone who lives our values every day.
Making life better @Weststar and CITN ...our values presentation 2013April Cummings
Weststar and CITN/Cayman 27 are working to change their corporate culture. We believe that instead of spouting off a bunch of values that don't mean anything to us, the time had come to articulate who we are and who we want to be.
Culture evolves from a collective belief and core set of values, and there are 10 guiding principles we drive our business decisions with. Here they are:
Better work, better world is The Predictive Index's mission. To achieve this, we have built an intentional culture that every person at PI embodies. This is what makes PI a place people want to be, and a place named to 3 different best places to work lists (Glassdoor, Inc., Boston Business Journals).
Here is our culture code. We hope you'll be inspired to build strong company culture in your organization.
Come visit us at www.predictiveindex.com.
This presentation represents the mission and culture of Palo Alto Software. It is who we are and who we aspire to be.
Inspired by the culture decks of Netflix and Hubspot, we created this deck to communicate that as a company, we:
1. Rely on data
2. Solve for the customer
3. Are transparent
4. Give our employees the autonomy to be awesome
5. Are picky about our peers
Blacksmith International has been sculpted around an exceptional culture. Our team members are more than co-workers and meetings more than agendas. We believe the satisfaction of our customers stems from the happiness of our team.
Culture is creating a feeling that makes each day something to look forward to.
At Veritas Total Solutions, we our people are our most important asset. We created out Culture Code to help recruit, hire and retain the right people. We want people that work for Veritas or may be looking to work for Veritas understand the core values that we encourage.
Modern Database Management 12th Global Edition by Hoffer solution manual.docxssuserf63bd7
https://qidiantiku.com/solution-manual-for-modern-database-management-12th-global-edition-by-hoffer.shtml
name:Solution manual for Modern Database Management 12th Global Edition by Hoffer
Edition:12th Global Edition
author:by Hoffer
ISBN:ISBN 10: 0133544613 / ISBN 13: 9780133544619
type:solution manual
format:word/zip
All chapter include
Focusing on what leading database practitioners say are the most important aspects to database development, Modern Database Management presents sound pedagogy, and topics that are critical for the practical success of database professionals. The 12th Edition further facilitates learning with illustrations that clarify important concepts and new media resources that make some of the more challenging material more engaging. Also included are general updates and expanded material in the areas undergoing rapid change due to improved managerial practices, database design tools and methodologies, and database technology.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
6. In the beginning…
At the precipice of becoming a true
business, four team members came
together to form the foundation of a culture
that would make the company more than
just a “start-up” business.
7. In the beginning…
It would create a company that people
wanted to work for, a company that was
successful because it’s employees were
excited and engaged.
8. In the beginning…
A company that thought the status quo of
company culture had outlived its usefulness,
if it ever was useful.
It would be built upon a set of idealistic
CORE VALUES.
9. What We Value
• Integrity First
• Service Before Self
• Excellence In All We Do
• Commitment To All Involved
• Do Right
• Be Remarkable
10. From this core list, the direction of our
culture is set.
Culture
11. We know why we exist.
We hire exceptional people.
We promote balance between work and personal life.
We value logic, common sense, and sound judgment.
We value simplicity and transparency.
We value communication and honesty.
We expect everyone to treat the company as their own.
12. Why We Exist
To create a fanatical fan base who enjoy
our products.
13. Why We Exist
To create customers who see real value in
our services.
14. Why We Exist
To link clients and customers in a more
mutually beneficial relationship.
15. Why We Exist
Every decision we make is a win/win/win for
our clients, customers, AND PlaySav.
16. Why We Exist
TEAM over self, COMPANY over team,
CUSTOMERS over company.
17. Why We Exist
Our clients and customers share a unique
balance of importance; one cannot survive
without the other.
18. Why We Exist
Likewise, PlaySav cannot survive without
providing what is most valuable to both:
EXCELLENCE
19. We know why we exist.
We hire exceptional people.
We promote balance between work and personal life.
We value logic, common sense, and sound judgment.
We value simplicity and transparency.
We value communication and honesty.
We expect everyone to treat the company as their own.
20. “Most people have a desire to look for the
exception instead of the desire to become
exceptional.”
-John Maxwell
21. Exceptional People
Impactful Individuals are honest, open,
remarkable people who exercise sound
judgment, are great communicators and
who are willing to work hard and take risks.
23. Exceptional People
Exceptional People…
act with integrity.
take a service oriented approach to business.
seek and are committed to excellence.
find strength in their team.
24. Exceptional People
We hire exceptional people who are
excited and motivated to work for the
company, help maintain its culture and
achieve its goals.
25. Exceptional People
We couldn’t say it any better than Netflix…
We believe and subscribe to the idea that
a great workplace is a result of
stunning colleagues.
30. Exceptional People
We believe team members should receive
immediate feedback as opposed to annual
reviews.
(At any point every team member should know how they‟re
doing in the PlaySav environment.)
31. Exceptional People
Our company values are shown by who
gets rewarded, promoted, or let go; and
are demonstrated by the behaviors and
skills that are valued in fellow team
members.
43. Exceptional People
We expect our managers to be inspiring
leaders, passionate coaches and tireless
supporters.
We expect our managers to be
EXCEPTIONAL.
44. We know why we exist.
We hire exceptional people.
We promote balance between work and personal life.
We value logic, common sense, and sound judgment.
We value simplicity and transparency.
We value communication and honesty.
We expect everyone to treat the company as their own.
45. “I believe that being successful means
having a balance of success stories across
the many areas of your life. You can't truly
be considered successful in your business
life if your home life is in shambles.”
-Zig Ziglar
47. Balance
As long as your work gets done, formal
tracking of time off and hours in the office
will not be necessary.
Impact will be.
48. Balance
Meeting with your team is required.
Collaboration is vital to our success.
Our strength is our team.
49. Balance
Work when you’re at work, leave when
you’re done.
Remarkable results are what matters.
See “Gibbs Rule Number 11”
50. Balance
Great work as opposed to hours worked is
key to happy team members, and an
extraordinary work environment.
51. We know why we exist.
We hire exceptional people.
We promote balance between work and personal life.
We value logic, common sense, and sound judgment.
We value simplicity and transparency.
We value communication and honesty.
We expect everyone to treat the company as their own.
52. “The three great essentials to achieve
anything worthwhile are, first, hard work;
second, stick-to-itiveness;
third, common sense.”
-Thomas Edison
53. What We Value
Logic and common sense work better than
formal policies.
We don‟t penalize the many for the mistakes of the few.
54. What We Value
We hire and retain the individuals who can
act like adults and use good judgment.
55. What We Value
Mistakes will be made, but it’s how we
respond and rapidly recover from those
mistakes that matters.
Some mistakes bring serendipity.
56. What We Value
We strive not to make the same mistake
twice.
Measure twice, cut once.
Cates Rule Number 1
58. What We Value
Imperfect, controversial decisions are better
than no decision at all.
Every decision we make is a win/win/win for our clients, customers, AND PlaySav.
59. What We Value
“Successful people make decisions quickly,
and change them slowly, if at all.”
- Napoleon Hill
61. What We Value
We are never done…
growing
learning
evaluating
adapting
risking
evolving
62. We know why we exist.
We hire exceptional people.
We promote balance between work and personal life.
We value logic, common sense, and sound judgment.
We value simplicity and transparency.
We value communication and honesty.
We expect everyone to treat the company as their own.
63. “If you can't explain it to a six year old, you
don't understand it yourself.”
-Albert Einstein
64. What We Value
Simplicity beats complexity and gives us
competitive advantage.
We understand “simple” and “easy” are two different things.
65. What We Value
Adding complexity is natural; maintaining
simplicity requires consistent, focused effort.
70. We know why we exist.
We hire exceptional people.
We promote balance between work and personal life.
We value logic, common sense, and sound judgment.
We value simplicity and transparency.
We value communication and honesty.
We expect everyone to treat the company as their own.
71. “Trust is the glue of life. It's the most essential
ingredient in effective communication. It's
the foundational principle that holds all
relationships.”
-Stephen Covey
72. What We Value
We believe that communication and
honesty is vital to a healthy culture…
even when it hurts.
73. What We Value
Our vision, values, goals and culture are
over-communicated to all involved.
74. What We Value
Clarity of decisions and company
information are disseminated to everyone.
75. What We Value
We believe in transparency and know it’s
fundamental to any successful enterprise.
Protect info when it’s legally required, or it’s not yours to share.
76. What We Value
We equally share the responsibility to listen,
understand, give input and feedback in
areas in which we are involved.
Silent dissent is not allowed here.
77. What We Value
Engage in honest dialogue and trust your
team members.
Our strength is our team.
78. What We Value
Not all conflict is bad.
The key: Setting personal feelings aside.
79. What We Value
Healthy conflict can be constructive and
help the team grow, thereby creating the
best solution for the company.
81. We know why we exist.
We hire exceptional people.
We promote balance between work and personal life.
We value logic, common sense, and sound judgment.
We value simplicity and transparency.
We value communication and honesty.
We expect everyone to treat the company as their own.
82. "The price of greatness is responsibility."
- Winston Churchill
83. Our Company
We want all of our team members to treat
this company as if it were their own.
- Responsible with finances
- Responsible with time off
84. Our Company
In everything we do, we remind ourselves
that the health of our company depends on
everyone treating it as if it were their own.
85. Our Company
We ask everyone to follow this simple rule when
spending company money. Ask yourself:
“Would I spend my own money this way?”
We value logic, common sense, and sound judgment.
86. Our Company
We ask everyone to follow this simple rule when
taking time off. Ask yourself:
“Does my time away hinder the team from
accomplishing its goals?”
We promote balance between work and personal life.
We value logic, common sense, and sound judgment.
87. Our Company
Take ownership and responsibility for your
company and your actions.
We expect everyone to treat the company as their own.
88. Our Company
This will create an environment in which
there is mutual respect between all team
members, and in which all team members
are consistently looking out for the best
interest of their company.
TEAM over self, COMPANY over team,
CUSTOMERS over company.
89. Our Company
We believe we will accomplish
EXTRAORDINARY AMBITIONS
through open communication,
transparency, sound judgment, hard work
by exceptional people, and a balance
between work and private life.
90. “Every winning team is made up of
effective, impactful individuals who share a
common culture and goal, understanding
that „well done‟ is always better than „well
said.‟”
-Jeff Cates
91. We know why we exist.
We hire exceptional people.
We promote balance between work and personal life.
We value logic, common sense, and sound judgment.
We value simplicity and transparency.
We value communication and honesty.
We expect everyone to treat the company as their own.
92. Giving Back
We truly believe our culture is key to our
success, and our ability to give back is in
direct proportion to that success.
93. Giving Back
From the inception of PlaySav, we have
pledged to make an impact in the
epidemic known as global starvation.
94. Giving Back
There are approximately 800 million people,
globally, at a level of starvation.
Some 18,000 people die every single day.
That‟s like the entire population of Fresno, California dying
every single month from being hungry.
95. Giving Back
This is unacceptable!
We believe that if someone has the ability
to do something when something is wrong,
they also have a responsibility to do
something about it.
96. Giving Back
We have taken on this responsibility and have created
a philanthropic foundation to help feed the starving
people of the world.
97. “Life is a gift, and it offers us the privilege,
opportunity, and responsibility to give
something back by becoming more.”
- Anthony Robbins