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.
Buffer culture 0.6 (With a change to Be a No Ego Doer)Buffer
This is the 6th evolution of the cultural values we try to live to at Buffer. Read more about our values and approach to business at http://open.bufferapp.com
Why our executive team didn't write our culture deck, on Harvard Business Review: http://blogs.hbr.org/cs/2013/06/why_executive_teams_shouldnt_write.html
Is corporate culture really about organizational structure and incentives? What the company’s founders and executive team is on a mission to accomplish? How those same people ideally want their culture projected to investors? Or is company culture more about who people are and how they interact – what commonalities they share, and how they work and play?
Genuine culture is organic, not imposed. It’s why our executive team did not write our culture deck. Culture is what keeps people at Nanigans – not our mission statement or how our teams are structured. Our culture deck is a guide for company hiring and fit, as much as it is a signature of what’s made us so successful to date.
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).
Buffer culture 0.6 (With a change to Be a No Ego Doer)Buffer
This is the 6th evolution of the cultural values we try to live to at Buffer. Read more about our values and approach to business at http://open.bufferapp.com
Why our executive team didn't write our culture deck, on Harvard Business Review: http://blogs.hbr.org/cs/2013/06/why_executive_teams_shouldnt_write.html
Is corporate culture really about organizational structure and incentives? What the company’s founders and executive team is on a mission to accomplish? How those same people ideally want their culture projected to investors? Or is company culture more about who people are and how they interact – what commonalities they share, and how they work and play?
Genuine culture is organic, not imposed. It’s why our executive team did not write our culture deck. Culture is what keeps people at Nanigans – not our mission statement or how our teams are structured. Our culture deck is a guide for company hiring and fit, as much as it is a signature of what’s made us so successful to date.
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).
UpStart partners with the Jewish community’s boldest leaders to expand the picture of how Jews find meaning and how we come together. Our Culture Deck delves into the behaviors, systems, and practices that make us who we are...and determine where we're going. // https://upstartlab.org/
Hootsuite's Manifesto: Building a Social RevolutionHootsuite
This document is a resource for all Hootsuite employees. We give this to each new team member who joins us. Hootsuite's Manifesto contains our core principles, some stories of our history and culture, and a special Peepsbook.
Culture is something we take pride in at LinkedIn. As the collective personality of our organization, it sets us apart, defines who we are and shapes what we aspire to be.
Hundreds of companies have defined their unique cultures on SlideShare as part of the Culture Code campaign. We thought it was important for LinkedIn to join in this effort; we want everyone, including our current and our future employees, to know exactly what it’s like to work here.
We Are Ometrians - The Ometria Culture DeckOmetria
We Are Ometrians - The Ometria Culture Deck, describing who we are, what we stand for and the kind of people we want to join us - http://www.ometria.com
Building A Strong Engineering Culture - my talk from BBC Develop 2013Kevin Goldsmith
This is the keynote talk I gave at the BBC Develop conference in London, UK in November of 2013. In it I talk about what I believe makes a strong engineering culture, how to protect it if you have it, and how to fix it if you don't. I use a lot of examples from Spotify (where I am a Director of Engineering). As usual, I go a bit light on the bullets, since I prefer to talk, but I think you can still get the gist of my points.
The Handy Culture Deck provides an inside look at the uniquely Handy company and culture we are building to achieve our mission. It outlines the things we believe at Handy and the ways we try to live up to them.
Interested joining the team at Handy and changing the world? Visit handy.com/careers
We wrote this to give you a sense of IDEO’s culture—the ties that bind us together as coworkers and as people.
Read more: http://blog.slideshare.net/2014/01/08/culturecode-what-makes-a-company-great/
Our core behaviors
Most companies have core values. Few companies have cultures that reflect them. That’s why Patreon has core behaviors — things you can do to ensure a thriving workplace for you and your teammates.
Our core behaviors were crafted by our first two dozen employees. To this day, we use them as our guiding light toward maintaining the culture we’ve built and love.
These are the cultural values that RedMartians live every day in order to become the most customer-centric company in the world and the best place to work.
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.
We're on a mission to democratize entrepreneurial education.
This the foundr culture deck where we showcase what we believe at foundr and the values that are important to us.
For more information about us go to foundr.com
This is the biggest change to Buffer's core values since they were first written down in 2013. For more about our values head over to www.buffer.com/values and read more about our approach to business at open.buffer.com.
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
UpStart partners with the Jewish community’s boldest leaders to expand the picture of how Jews find meaning and how we come together. Our Culture Deck delves into the behaviors, systems, and practices that make us who we are...and determine where we're going. // https://upstartlab.org/
Hootsuite's Manifesto: Building a Social RevolutionHootsuite
This document is a resource for all Hootsuite employees. We give this to each new team member who joins us. Hootsuite's Manifesto contains our core principles, some stories of our history and culture, and a special Peepsbook.
Culture is something we take pride in at LinkedIn. As the collective personality of our organization, it sets us apart, defines who we are and shapes what we aspire to be.
Hundreds of companies have defined their unique cultures on SlideShare as part of the Culture Code campaign. We thought it was important for LinkedIn to join in this effort; we want everyone, including our current and our future employees, to know exactly what it’s like to work here.
We Are Ometrians - The Ometria Culture DeckOmetria
We Are Ometrians - The Ometria Culture Deck, describing who we are, what we stand for and the kind of people we want to join us - http://www.ometria.com
Building A Strong Engineering Culture - my talk from BBC Develop 2013Kevin Goldsmith
This is the keynote talk I gave at the BBC Develop conference in London, UK in November of 2013. In it I talk about what I believe makes a strong engineering culture, how to protect it if you have it, and how to fix it if you don't. I use a lot of examples from Spotify (where I am a Director of Engineering). As usual, I go a bit light on the bullets, since I prefer to talk, but I think you can still get the gist of my points.
The Handy Culture Deck provides an inside look at the uniquely Handy company and culture we are building to achieve our mission. It outlines the things we believe at Handy and the ways we try to live up to them.
Interested joining the team at Handy and changing the world? Visit handy.com/careers
We wrote this to give you a sense of IDEO’s culture—the ties that bind us together as coworkers and as people.
Read more: http://blog.slideshare.net/2014/01/08/culturecode-what-makes-a-company-great/
Our core behaviors
Most companies have core values. Few companies have cultures that reflect them. That’s why Patreon has core behaviors — things you can do to ensure a thriving workplace for you and your teammates.
Our core behaviors were crafted by our first two dozen employees. To this day, we use them as our guiding light toward maintaining the culture we’ve built and love.
These are the cultural values that RedMartians live every day in order to become the most customer-centric company in the world and the best place to work.
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.
We're on a mission to democratize entrepreneurial education.
This the foundr culture deck where we showcase what we believe at foundr and the values that are important to us.
For more information about us go to foundr.com
This is the biggest change to Buffer's core values since they were first written down in 2013. For more about our values head over to www.buffer.com/values and read more about our approach to business at open.buffer.com.
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
Every company has a way of doing things. Once a new Xpeople joins our company we offer them a piece of advice. "Unlearn everything you know, let go. Welcome to the Future of Work"
We are Curious, Brave, Humble, we open our Big heart and mind and we really have an Xfactor. We don´t just believe in these traits and values, WE BET ON THEM.
We recruit, reward and release Xpeople based on these values.
The Service Express Way book talks all about our culture and how we live that out every day. We're always looking for top talent to join our growing team!
If you’re reading this, you’re probably considering a career in
recruitment, possibly at WRS. Recruitment attracts a variety
of people with different backgrounds and experiences, often
drawn to the industry by the fantastic earning potential. We
believe it’s the continual career progression and personal
development that makes people want to stay.
If you're thinking about starting your recruitment career, we offer a wide range of incentives and benefits for our staff as well as a comprehensive training plan to ensure you have the tools you need for success.
If you want to learn more, contact Emma on emma.u@worldwide-rs.com
The values that drive Serosoft on a daily basis, and which will help us achieve our mission of being the world's leading educational technology/software company.
The Path Forward: Cultivating an Antiracist Company CultureUpwork
At Upwork, we stand firmly against racial injustice and are working to create a safe environment for honest conversations about race, including how we can effectively upend the chronic racism that many of our team members experience every day. We recognize that we also have much progress to make within Upwork, and we have committed to take action toward building a more diverse and inclusive workplace.
What the hell is this? Well, even as a startup, we thought that it was important to define what culture we really wanted at our company - both short- and long term. So we set out to create a document of values and ideas that we aspire to at Kavalri.
Rock Content is a global company in the digital marketing space and a strong culture is the foundation of our company.
This is our Culture Code, a document where we put into words - and images - the principles that helped us become a global company with common values across all of our offices.
Company Culture matters
-------------------------------------
It is widely acknowledged that a company’s culture is fundamental to employee engagement and fuels business results.
Definitions can be found in various publications and all over the internet, but they have one thing in common:
company culture, like any culture, is about the way things are done. It’s the rules and values, morals and ethics that
drive people to work together effectively and sustainably towards shared goals.
Company culture is part of what sustains our enthusiasm and engagement in our work. It’s the foundation of how we’ll respond to challenges or problems, and how we approach everything from customer service and sales, to finance and client meetings, to correspondence
and presentations, and beyond. It’s the bond that will unite team members when times are tough, and ignite
celebration when there are successes.
But what is the culture at Smartsalary all about? Lean processes, innovation, applying an agile methodology, engagement, policies, processes and day-to-day interactions all drive our culture. We consciously manage these aspects of our culture, all of which form the
basis of our strategy triangle.
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.
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.
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.
4. Asana’s mission is to help humanity
thrive by enabling all teams to work
together effortlessly.
We’ve set out to do great things.
Our mission statement is clearly defined so everyone
at Asana is aligned towards the same ultimate goal.
ON A MISSION
Our
mission
5. Our story
Asana was started after Dustin Moskovitz and Justin
Rosenstein built an internal tool at Facebook that
changed how the company coordinated work. They
realized this technology could help every organization
achieve their goals. Now, Asana is a team of over 200
peers across three offices in SF, NYC, and Dublin.
6. Our
values
Clearly defined values drive our
culture and decision-making:
1. Mindfulness
2. Equanimity (over Suffering)
3. Aiming to Maximize Impact
4. Company as Collective of Peers
5. Investing in Ourselves, Each Other, and Our
Efficiency
6. Trust in Judgement over Rules & Incentives
7. Pragmatic Craftsmanship
8. Egolessness
9. Balancing Reason and Intuition
10. Balancing or Integrating Opposites
11. Transparency by Default
7. Our
brand
attributes
Along with our mission and values, our brand attributes are a part of our
core identity. They are the set of emotional associations we want people
to have with our company and product.
Empowering
Motivating, Encouraging, Enabling
Asana helps people do what they love.
We provide invaluable support for teams
that are benefiting the world, whether
they’re working on moonshot visions or
more down-to-earth ambitions. We aren’t
the hero of our story—they are.
Purposeful
Passionate, Intentional, Effective
Asana exists to help humanity thrive. Our
mission is audaciously large and
motivates every step we take. Instead of
acting impulsively, we take each step
with deliberate planning, craftsmanship,
and focus. And then we get the job done.
Quirky
Playful, Unconventional, Whimsical
Asana doesn’t take itself too seriously. We
love all the delightful moments that make us
smile unexpectedly, so we create those
moments for our customers too. By letting
ourselves have fun, we make countless
workplaces a lot less boring.
Approachable
Genuine, Unpretentious, Loving
Asana keeps it real. We’re open and honest,
avoiding aloof corporate language and
phony marketing spin. We see ourselves
less as a company and more as a team of
humans helping other humans, so being
friendly and sincere comes naturally.
8. Our
customers
Our mission exists to help other teams achieve their
missions.
Customers inspire us to continue improving Asana
and motivate us to achieve our own mission.
ON A MISSION
9. — MARK ARNOLDY, Executive Director
“With Asana providing a clear trajectory for the work we do,
we've become more disciplined in our decision making and
have magnified the volume and velocity of our output. Our
whole culture has become centered around clarity, timeliness
and speed. The difference has been remarkable.”
10. — CHRIS BEAUMONT, Creative Director
"Asana is the glue that connects our 3 production offices in San Francisco,
London, and Sydney. It gives our content operation a transparency that's
impossible with email, enabling sales, marketing, PR, and finance a vital
window into our schedule and workflow. Since adopting it we've been able
to dispense with several expensively maintained in-house solutions, and
we've worked with Asana's excellent customer feedback team to have
features built in that suit our needs.”
11. — ALEX COLE, Content Marketing
"When you have up to 40 people involved in creating content
for a brand publication, it's easy to lose track of all the
moving pieces. Asana helps us keep track of our work and is
the central place for all of our team communication. We're
able to publish great content without missing a beat.”
12. — JAIMIE FALLON, Head of Creative Services
"There are a million moving pieces to keep track of in order to put
on an event like the Tribeca Film Festival. Asana is where we track
every single piece of creative--from signage to digital assets—and
make sure that they're finished in time. Asana has saved us on a
good number of occasions and has helped us create an
experience that our team is overwhelmingly proud of.”
14. We’re more than a company, we’re a team of
peers. Mindfulness and mutual respect
permeate our culture—in fact, they’re the keys
to our success.
TEAM OF PEERS
15. A balanced
management
philosophy
“Too much management blocks creativity and the
ability of teammates to reach their potential, while a
completely “flat” structure keeps people from growing
as much as they could. A balanced, “just right”
approach gives people the freedom they need to
contribute at their full potential, while also providing
the support that helps them grow to become even
more capable.”
Dustin Moskovitz
‘Goldilocks Management’
TEAM OF PEERS
16. Distributed
responsibility
Instead of having all decisions flow through
management, we distribute responsibility as evenly as
possible. Everyone at Asana has clearly defined
Areas of Responsibility, for which they are the
ultimate decision maker.
This is a new approach to workplace empowerment
and is why Asana scores in 99th percentile of
employee engagement for our industry and is
consistently rated 5 out of 5 on the popular review
site, Glassdoor.
TEAM OF PEERS
18. Growing
together
From daily meals to team off-sites, learning lunches,
extracurricular activities, and company-wide events,
we stay connected as we grow.
TEAM OF PEERS
19. Coaching and
mentorship
All Asanas are encouraged to participate in a
Conscious Leadership Group training, often with
several of their team members at the same time. It
provides us with a common framework to
communicate.
Every Asana has access to executive coaching to
work on career and personal development.
We have a robust onboarding program with mentors
for every new hire.
Our peer mentorship program facilitates learning
amongst Asanas across the entire organization.
TEAM OF PEERS
20. Radically
inclusive
Our vision for Asana has always included building a
diverse team. We see this as critical to creating a
culture that attracts the best people in our industry—
whether or not they themselves are from
underrepresented groups.
Our diversity goals reflect both the culture we’d like
to work in and the strategy that leads us to success.
As a company, we strive to be the change we want to
see in the workplace. And the workplace we want to
see in this world is radically inclusive.
TEAM OF PEERS
21. "The conversations we have are really open
and conducive to expressing our emotions."
— KATIE SCHMALZRIED, Product Manager
"Our vision for Asana has always included
building a diverse team [...] as a company, we
strive to be the change we want to see in the
workplace. And the workplace we want to
see in this world is radically inclusive."
— DUSTIN MOSKOVITZ, Co-founder and CEO
“I think a lot of Asana's success comes from starting
with a very flat hierarchy that empowers all people to
contribute and be heard across projects and teams.”
— ASHLEY KEMPER, Marketing and Analytics Lead
“[The] company as a whole is so self-aware—in
thinking about different perspectives, staying
mindful, and connecting with others.”
— SONJA GITTENS-OTTLEY, Diversity and Inclusion Lead
TEAM OF PEERS
23. We take the time to find people who are among the
best in the world at what they do or who have the
potential to grow into the best. We work as a team to
get to know the whole person, communicate our
values, and ensure that candidates are well-informed
and delighted throughout the recruiting process. But
our work extends beyond just our team: our holistic
approach to the hiring process involves working with
hiring managers, teams, and leaders across the
company on everything from our growth plans to our
hiring processes and decisions. Recruiting is a
company-wide effort and responsibility and we
encourage all Asanas to adopt the motto “Always Be
Recruiting.”
TEAM OF PEERS
Recruiting
differently
25. We’re devoted to helping
teams track their work, so
we’ve set up our own
structure that gives us
clarity and helps us do
great things.
26. We organize our company calendar into Episodes.
Approaching our work in focused periods of time
helps us prioritize, keeps us accountable, and
ensures we’re always moving forward.
We plan and define goals before the start of each
episode during Roadmap Week.
Every team sets goals for each episode called Key
Results.
Each Episode has two special weeks: Polish Week
and Grease Week.
Working in
episodes
WORK HARD
27. Every episode we take a week away from our
program work to focus on user-facing
improvements—polishing our product. Polish Week is
also a fun time in the office: we dress up, eat Polish
food, and even paint our faces and nails.
Polish Week
WORK HARD
Polish Week
28.
29. Grease Week
Grease Week is Polish Week’s counterpart. During
Grease Week, we make internal improvements, like
fine-tuning our processes and updating tools. We
don’t add any new features during Grease Week, but
the work we accomplish is vital to our ability to ship
features efficiently in the future.
WORK HARD
Grease Week
30. Achieving key
results
We give equal attention to our mission and the small
steps that will get us there. Each day, we focus on
putting one foot in front of the other, never forgetting
that we’re shooting for the moon.
We set goals, called Key Results (KRs), at the
beginning of every episode, and use Asana to track
our progress. While we strive for 100% success, we
build in room for failure and reflection and know that
we’ll typically only hit about 70% of our KRs.
At the end of each episode, we share a summary of
our work with the whole company, which aligns with
our value of transparency and holds us accountable
to our peers.
WORK HARD
31. We treat “failures” as opportunities for growth. When
things don’t go according to plan, we run a “5 Whys”
exercise. By the time we reach our fifth “Why?” we
reach the root of the problem and can better avoid
the same issues in the future.Asking
5 Whys
WORK HARD
32. Hackathons
Hackathons give us the time to learn something new,
work on something we normally wouldn’t, or go
completely out of our comfort zones.
There are only a few rules for hackathons:
1. Hackathons are held once every episode.
2. Everyone at the company participates.
3. Have fun. Get creative. Challenge yourself.
4. Ship it and show it at hackathon demos.
GET THINGS DONE
35. We do our best not to have meetings on
Wednesdays. The goal of this practice is to give
everyone a large block of uninterrupted time to do
focus work.
No meeting
Wednesdays
WORK HARD
36. We use
Asana
Asana is more than a product, it’s a way to work together. Every
time we improve our product, we improve our own ability to work
together and get one step closer to achieving our mission.
How we use Asana at Asana.
How we use Asana in our infrastructure.
38. People are most effective when they are
focused and at ease at work. Asana’s culture
and environment are designed to enrich our
mental, physical, personal, and professional
selves.
LIVE WELL
39. We cover 100% of insurance premiums, offer generous
parental leave, unlimited vacation time, commuter
benefits, and Uber credits.
Our culinary team serves three nutritious and delicious
meals each day.
We have yoga on-site daily and offer free gym
memberships.
We offer free executive coaching to all Asana
employees to grow personally and professionally.
We provide
exceptional
benefits
LIVE WELL
41. Our office is conveniently located in San Francisco’s
sunny Mission District. It has sweeping views, space
to roam, a large Café, and a coffee bar. We gather in
our event space, aptly named “Stadium,” for all-hands
or presentations, meet in our dozens of meeting
rooms, or catch some shut-eye in one of our three
nap rooms.
Our NYC and Dublin offices are growing as their
respective teams grow, and each Asana is
empowered to craft the space and culture they want
to build.
Working in a
space we ♥
HEALTHY AND HAPPY
44. In the office we treat everyone as a peer, with
kindness, love, and respect.
Adding a to a task in the product shows gratitude
or support.Celebrating
success
ON A MISSION