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This document outlines Team Joy's top 10 most significant lessons in human behavior and organization. It discusses lessons in leadership, motivation, communication, problem solving, perception, the 7 habits of highly effective people, Pinoy cultural values, change management, plan development, personal change, happiness, and attribution. It concludes by outlining the top 10 things Team Joy will do in their businesses and lives, including having cheaper services/products than competitors, clean organization, communication, open-mindedness, accepting failures, applying talents/skills, and flexibility.
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Unawe evaluation session thursday 10th october 2013
Unawe evaluation session thursday 10th october 2013
Workshop 1 introduction, case studies and context for wiki
Workshop 1 introduction, case studies and context for wiki
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Practice Launch Culture Deck
This document outlines the culture of a company focused on helping small businesses succeed. It begins by defining culture and explaining why a clearly defined culture is important for success. The company's mission is to make getting customers as simple as running water. It values customer obsession, striving for greatness, radical transparency, ownership, speed, simplicity, full commitment, efficiency, questioning assumptions, and outcomes over excuses. It aims to hire "A players" who actively improve the company and allow context-based decision making with accountability. The goal is to promote from within based on alignment with values over just skills.
Our Core Values | CoinSwitch Kuber
As we become a 100+ member team, we’ll like to showcase the core values that help us become a strong unit together.
These values define what we stand for and how anyone can become a member of the CoinSwitch Kuber family.
The Ten Priorities In Business Leadership Creating Inspiring Leaders And Incr...
By: Richard Preece SVP at Franklin Templeton Investments
Key Discussion Points:
• How the program works
• What are the Ten Priorities
• What are the results
How to create inspiring leaders and incredible teams. A leadership program developed from a Character Based Education program used very successfully at Hyde School for students and parents. Experiential program utilizing workshops; sharing experiences, practicing giving and receiving feedback on the Ten Priorities of Leadership. Applies to individuals and teams at all levels of any type of organization.
Organisational viruses
This document discusses various organizational "viruses" or issues that can negatively impact an organization such as constant change, lack of focus, and poor leadership. It proposes interventions for organizations including developing strategy, encouraging collaboration, living the values of quality and change. Finally, it discusses keys to high performance such as being driven, relentlessly pursuing a vision, and valuing people. The document advocates for organizational well-being through balanced challenge and support for employees.
2% Presentation Loughborough
Kevin Walmsley has worked at Loughborough University for 15 years in various facilities management roles. Around 10 years ago, the Estates Services department underwent major changes with a new director. As Head of Direct Labour, Walmsley's challenges included low staff morale from autocratic past management. He worked to empower supervisors, improve communication, and give staff more input through reviews and meetings. While change was difficult, establishing trust and a participative culture through listening and consultation helped the process.
21 steps to develop and reinforce bisnis
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21 steps to develop and reinforce bisnis
The document outlines 21 steps to develop and reinforce leadership skills. Some of the key steps include working hard, having a positive attitude, learning from proven leaders, investing in training for yourself and employees, public speaking training, and focusing on developing people to their full potential. The overall message is that successful leadership requires motivating and caring for employees, continuously developing skills, and creating a positive work environment where people feel valued and are able to perform to their highest abilities.
Dipac marketing final 4 ppt
Professional Performance Practitioner Canberra | DIPAC & Associates
Professional Performance Practitioner - I work with High performing individuals across – Business, Personal, Family – High achievers – need a trusted counsel with skills in many areas – “ They know their Degree will not stop them from Falling”
It’s lonely at the top. While this is a truism, so many companies ignore the needs of their senior managers for individual support.
10 Successful thinking areas to consider when you have a NEED to reach the top of your game
Family and Friends
Values and ethics
Education
Communication
Physical Fitness
Discipline
Personal Finances
Goals
Time Management
Why engage a performance practitioner for your senior people? Because people are the life’s blood of your company’s success! And yet, attention to individual needs is not easily found in a highly competitive organisation.
As a professional performance practitioner, I am also well versed in dealing with the personal subject matter that can shackle some. For instance, limited self-belief, fear of failure and family strain.
2015 Oct 29 [ab] - Work Ethics - MCR HRD - [Please download and view to app...
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2015Oct29 - Work Ethics and Social Responsibilities of Government Officers - Programme at Dr. Marri Chenna Reddy Human Resource Development Institute.
This is the first one of the 3 power point presentations being used for today's session. The live audio recording of the session will be uploaded, in due course.
You are most welcome to give your valuable feedback:
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The document provides an overview of the culture guide for a company called Prognos. It discusses establishing a culture as the company scales to ensure decisions made align with the company's principles and values. The culture is meant to guide employees with autonomy and trust.
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Why choose Managing The Mist?
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People = performance infographic
The document discusses how people management is linked to business performance and provides reasons why focusing on people can improve efficiency. It notes that adopting improved people management approaches across UK businesses could boost the economy by up to 10% in efficiency gains. Smaller businesses in particular could see efficiency increase by up to 17% by recognizing and rewarding employee performance. The document also emphasizes the importance of employee engagement, organizational values and behaviors, purpose and vision alignment, and using appropriate performance measures and analytics to motivate workers and improve business outcomes.
Total Employee Involvement
The document discusses 12 steps to achieving a successful life, including taking responsibility for your actions, having positive self-esteem, believing in yourself, associating with successful people, having clear goals and visions, and taking daily actions to achieve your goals. It also discusses the importance of being assertive, involving employees in quality improvement efforts, and empowering employees.
Total Employee Involvement
The document discusses 12 steps to achieving a successful life, including taking responsibility for your actions, having positive self-esteem, believing in yourself, associating with successful people, having clear goals and visions, and taking daily actions to achieve your goals. It also discusses the importance of being assertive, involving employees in quality improvement efforts, and empowering employees.
Chapter One Valuing Diversity 1 Chapter One Valuin.docx
| Chapter One: Valuing Diversity 1
Chapter One: Valuing
Diversity
The wise are as rare as eagles that fly
high in the sky.
Bantu proverb
| Chapter One: Valuing Diversity 2
VALUING DIVERSITY
Chapter Objectives
After reading this chapter, you should be able to:
x know how to value diversity.
x understand what it takes to manage change.
x explain how the right or wrong attitude affects managing
change.
x clarify what it means to embrace diversity.
x see the connection between interrogating my thinking and
valuing diversity
x identify the three approaches to diversity.
x describe what is required for cultural competence.
Chapter One
| Chapter One: Valuing Diversity 3
Introduction
What is Diversity? Organizations use definitions of diversity that are almost as
diverse as the subject itself, but what is clear is that the central theme of ‘valuing
everyone as individuals – as employees, customers, and clients’ extends diversity
beyond what is legislated.
Business exists in competitive and changing markets, which means that all
employees must make significant contributions to business success and add value
in every conceivable manner, but everyone is different, so organizations will need
to be able to harness individual workers’ unique differences and convert them into
competitive advantage.1 When studying organizational phenomena, many
researchers state that employers implicitly assume that employees within
an organization are homogeneous.
Diversity researchers reject this assumption. Their work focuses on
questions that arise when the workforce is acknowledged as a heterogeneous mix
of people with different backgrounds, experiences, values, and identities.2 A
challenge of this type puts a premium on value systems that are inclusive, fair
and ethical. We know from the essential characteristics of the psychological
contract that employees expect their employers to value who they are.3 This is
why effective workplace diversity is so important to enhancing business
performance and, as research evidence shows, is correlated with good people
management.4
According to the change agenda, Managing Diversity: Linking Theory and
Practice to Business Performance Conference foreword by Dianah Worman:
[Type the company name] | Chapter One: Valuing Diversity 4
In the global market place of the twenty-first century, the pace of change in
business practice is considered faster than ever before. Organizations are striving
to keep one step ahead of competitors to gain and sustain market share and to
appease the increasingly voracious appetites of customers regarding products and
service delivery. Against this fluid background, the challenge organizations face is
to be able to respond to change in ways that assure survival.5
While change is a constant factor in today’s workplace, many of us perceive
change t ...
short-questions11.jpgshort-questionsChapter.pdf Ch.docx
short-questions/11.jpg
short-questions/Chapter.pdf
| Chapter One: Valuing Diversity 1
Chapter One: Valuing
Diversity
The wise are as rare as eagles that fly
high in the sky.
Bantu proverb
| Chapter One: Valuing Diversity 2
VALUING DIVERSITY
Chapter Objectives
After reading this chapter, you should be able to:
x know how to value diversity.
x understand what it takes to manage change.
x explain how the right or wrong attitude affects managing
change.
x clarify what it means to embrace diversity.
x see the connection between interrogating my thinking and
valuing diversity
x identify the three approaches to diversity.
x describe what is required for cultural competence.
Chapter One
| Chapter One: Valuing Diversity 3
Introduction
What is Diversity? Organizations use definitions of diversity that are almost as
diverse as the subject itself, but what is clear is that the central theme of ‘valuing
everyone as individuals – as employees, customers, and clients’ extends diversity
beyond what is legislated.
Business exists in competitive and changing markets, which means that all
employees must make significant contributions to business success and add value
in every conceivable manner, but everyone is different, so organizations will need
to be able to harness individual workers’ unique differences and convert them into
competitive advantage.1 When studying organizational phenomena, many
researchers state that employers implicitly assume that employees within
an organization are homogeneous.
Diversity researchers reject this assumption. Their work focuses on
questions that arise when the workforce is acknowledged as a heterogeneous mix
of people with different backgrounds, experiences, values, and identities.2 A
challenge of this type puts a premium on value systems that are inclusive, fair
and ethical. We know from the essential characteristics of the psychological
contract that employees expect their employers to value who they are.3 This is
why effective workplace diversity is so important to enhancing business
performance and, as research evidence shows, is correlated with good people
management.4
According to the change agenda, Managing Diversity: Linking Theory and
Practice to Business Performance Conference foreword by Dianah Worman:
[Type the company name] | Chapter One: Valuing Diversity 4
In the global market place of the twenty-first century, the pace of change in
business practice is considered faster than ever before. Organizations are striving
to keep one step ahead of competitors to gain and sustain market share and to
appease the increasingly voracious appetites of customers regarding products and
service delivery. Against this fluid background, the challenge organizations face is
to be able to respond to change in ways that assure survival.5
While change is a constant fac.
Prognos Health Culture Guide 2020
This document outlines the culture guide of a company called Prognos. It discusses the importance of defining a company's culture proactively as the company scales. Prognos' culture is guided by its values, which include being collaborative, courageous, curious, enthusiastic, driven, and a superstar. The culture also emphasizes the company's world order of prioritizing its mission, clients/partners, company success, and individual growth. Autonomy and alignment are balanced through context, accountability and empowerment. The goal is for the culture to guide decisions as the company scales with autonomy and trust.
7 habits of highly effective people
The document discusses the 7 habits of highly effective people. It explains that the habits are based on character development rather than quick fixes. Some key habits discussed include being proactive, beginning with the end in mind, and putting first things first. It emphasizes that developing these habits requires continuous effort over time and focuses on growth at both the personal and interpersonal levels. The document provides examples and explanations of each habit to illustrate how applying them can help people achieve their goals and build better relationships.
Successful KM Initiatives
To successfully implement KM initiatives, organizations must demonstrate how KM provides value, gain buy-in from employees, focus on operational outcomes rather than activities, avoid jargon, work with employees rather than coerce them, focus on individual knowledge workers, avoid using rewards, and focus on understanding issues, decision-making, and taking action.
Ola Presentation 2008
This document discusses the importance of talent management and people strategy in organizations. It emphasizes that people are the prime source of competitive advantage and organizations must focus on hiring, developing, and retaining top talent. It also stresses that leadership plays a key role in creating an engaging work environment where employees feel valued and understand their contributions. Finally, it highlights that fundamental principles like trust, honesty, and communication are timeless aspects of an effective people strategy.
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Chapter One Valuing Diversity 1 Chapter One Valuin.docx
Chapter One Valuing Diversity 1 Chapter One Valuin.docx
short-questions11.jpgshort-questionsChapter.pdf Ch.docx
short-questions11.jpgshort-questionsChapter.pdf Ch.docx
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- 1. Human BehaviorHuman Behavior OrganizationOrganization Team Joy: Celestine Antonio, Isabella Manrique, Paolo Marcelo,BeaTeam Joy: Celestine Antonio, Isabella Manrique, Paolo Marcelo,Bea Mijares, Marga Ortiz and Aaron TalingtingMijares, Marga Ortiz and Aaron Talingting
- 2. Top 10 mostTop 10 most significant lessonssignificant lessons Leadership Manage and Govern Grow and be mature as Entrepreneur. Understand the people Wise in decision making Motivate other people
- 3. Top 10 mostTop 10 most significant LEssonssignificant LEssons Motivation/ Communication Change’s a person attitude Help a person achieve success Making a person determined Communication Exchange of Ideas between two people involved.
- 4. Top 10 mostTop 10 most significant lessonssignificant lessons Problem Solving Look for solutions easily and critically Provides steps and procedure to do when problems arise. Makes us more sensitive
- 5. Top 10 mostTop 10 most significant lessonssignificant lessons Perception How people see things differently Perceive situations and circumstances efficiently Perceive our business positively Prevent business problems and difficulties Make us better entrepreneur
- 6. Top 10 mostTop 10 most significant Lessonssignificant Lessons 7 habits of highly effective people • Responsible with our choices and accept the • consequences that follow. • How to value and respect people • Think win-win for all of us • To have teamwork • Achieve goal as a team
- 7. T0p 10 mostT0p 10 most Significant lessonsSignificant lessons Pinoy Cultural Values
- 8. Top 10 mostTop 10 most significant Lessonssignificant Lessons Change Movement-Switch Involve and agree from Support system. Understand the Organization Understand where you want to be, when, why and what the measures will be for having got there. Plan Development Communicate, involve Enable, and facilitate Involvement from people.
- 9. Top 10 mostTop 10 most significant lessonssignificant lessons Personal Change How to cope up with my surroundings How to manage things on my own Initiative We should not rush things
- 10. Top 10 mostTop 10 most significant lessonssignificant lessons 30e’s of Happiness
- 11. Top 10 mostTop 10 most significant lessonssignificant lessons Attribution Learn the Causes of our Behavior and events Identify our good And bad behavior
- 12. The top 10 that we will do inThe top 10 that we will do in our businesses and in our livesour businesses and in our lives Cheaper than the competitors Services and products will be cheaper Always clean and organized Well-organized place
- 13. The top 10 that we will do inThe top 10 that we will do in our businesses and in our livesour businesses and in our lives Communicate Be Open minded Accepting Failures
- 14. The top 10 that we will do inThe top 10 that we will do in our businesses and in our livesour businesses and in our lives Apply Talent And Skills Judgemental Flexible