Wells Fargo Toxic Managers create an unsafe work environment, From insults to sabotage, From racism and harassment to blind followers, Wells Fargo allow racism to grow and the encourage it. They thrive on the destruction of others. CEO Charles Scharf and many others carry a biases of Blacks ask a badge of hatred. It stresses the importance of fostering diversity and inclusion, dignity, and respect among our employees and supporting and respecting the communities in which we work. I firmly believe a diversity of insights and perspectives will drive Wells Fargo to the best ideas and outcomes possible.
This article discusses the prevalence of sexual harassment experienced by female sports reporters. It provides anonymous accounts from several reporters who were subjected to unwanted sexual advances, inappropriate comments, and rumors. The stories illustrate how harassment occurs in locker rooms, during interviews, at work events, and through social media contact with athletes. Experts note how difficult it is for victims to report harassment due to fears of professional repercussions. They advise reporters to document incidents and inform employers, while also recognizing organizations' responsibilities to address harassment. The article sheds light on the harassment faced by women in the male-dominated sports industry.
The document discusses the cycle of violence that can occur in abusive relationships. It describes the typical phases as tension building, an explosion of abuse, followed by a reconciliation/honeymoon phase where the abuser apologizes and promises to change. However, the cycle then repeats, with each phase growing shorter and the abuse escalating over time. It provides examples to illustrate how victims experience each phase in the cycle of violence.
The stalking, assault and rape of sarah degeyter: police corruption part iiKeithLankford1
A woman named Sarah Degeyter was stalked, assaulted, and raped in Texas. When she fled hundreds of miles to Fort Worth to escape, the stalking continued, showing the highly organized nature of the stalking program. She believes she was targeted by this gang stalking program due to her stepmother's father's connections to law enforcement agencies like the sheriff's department and FEMA. The document provides evidence of improper and threatening communications from a deputy, as well as a history of corruption and misconduct in the Brazoria County Sheriff's Department. It seeks to spread awareness of the continued stalking and terrorism inflicted on Sarah.
This document contains biographical information about 12 famous people:
1. Barack Obama, the former US President
2. Lady Gaga, the singer and songwriter
3. Leonardo DiCaprio, the actor
4. Ellen DeGeneres, the comedian and talk show host
5. Lionel Messi, the soccer player for Barcelona
6. Marsai Martin, the actress
7. Bill Gates, the business magnate and philanthropist
8. Beyoncé, the singer, songwriter and actress
9. LeBron James, the NBA player for the Los Angeles Lakers
10. Marsai Martin, the actress
11. Brian McKnight, the singer
The document discusses human trafficking and its terrible impact on victims. It describes how traffickers lure victims with false promises of jobs and opportunities, then exploit and abuse them. Victims are beaten, raped, threatened with death, and live in constant fear. Trafficking causes immense physical, sexual, psychological and social harm to victims. It is a horrific crime and serious global problem.
M was sexually abused from ages 9 to 13 by her stepfather, who raped her almost daily. She told her mother at age 13 and got a restraining order, but he continued to abuse her. After 13 hospitalizations for her injuries, doctors reported the abuse to police. M was afraid to identify her abuser at first for fear of him hurting her brother. She testified against him and he was sentenced to jail. M continues to struggle with the lasting psychological and emotional impacts of the abuse, including PTSD, depression, and self-harm behaviors. Through the interview process, the interviewer gained insight into how power and control are used to sustain abuse and the profound lifelong effects abuse can have.
The famous twin actors Sidney and Thurman Sewell from the film Spring Breakers were arrested in New York City after Sidney was pulled over for drunk driving. Sidney was three times over the legal limit and arrested, while Thurman, who had not been driving, was distressed at being separated from his brother. For six hours, Thurman worked to raise the undisclosed amount for Sidney's bail, with help from friends who had never seen Thurman so upset at being apart from Sidney. When released, Sidney refused to comment but seemed happy to be reunited with his brother, receiving a $3,000 fine and 30 hours of community service.
2024 State of Marketing Report – by HubspotMarius Sescu
https://www.hubspot.com/state-of-marketing
· Scaling relationships and proving ROI
· Social media is the place for search, sales, and service
· Authentic influencer partnerships fuel brand growth
· The strongest connections happen via call, click, chat, and camera.
· Time saved with AI leads to more creative work
· Seeking: A single source of truth
· TLDR; Get on social, try AI, and align your systems.
· More human marketing, powered by robots
This article discusses the prevalence of sexual harassment experienced by female sports reporters. It provides anonymous accounts from several reporters who were subjected to unwanted sexual advances, inappropriate comments, and rumors. The stories illustrate how harassment occurs in locker rooms, during interviews, at work events, and through social media contact with athletes. Experts note how difficult it is for victims to report harassment due to fears of professional repercussions. They advise reporters to document incidents and inform employers, while also recognizing organizations' responsibilities to address harassment. The article sheds light on the harassment faced by women in the male-dominated sports industry.
The document discusses the cycle of violence that can occur in abusive relationships. It describes the typical phases as tension building, an explosion of abuse, followed by a reconciliation/honeymoon phase where the abuser apologizes and promises to change. However, the cycle then repeats, with each phase growing shorter and the abuse escalating over time. It provides examples to illustrate how victims experience each phase in the cycle of violence.
The stalking, assault and rape of sarah degeyter: police corruption part iiKeithLankford1
A woman named Sarah Degeyter was stalked, assaulted, and raped in Texas. When she fled hundreds of miles to Fort Worth to escape, the stalking continued, showing the highly organized nature of the stalking program. She believes she was targeted by this gang stalking program due to her stepmother's father's connections to law enforcement agencies like the sheriff's department and FEMA. The document provides evidence of improper and threatening communications from a deputy, as well as a history of corruption and misconduct in the Brazoria County Sheriff's Department. It seeks to spread awareness of the continued stalking and terrorism inflicted on Sarah.
This document contains biographical information about 12 famous people:
1. Barack Obama, the former US President
2. Lady Gaga, the singer and songwriter
3. Leonardo DiCaprio, the actor
4. Ellen DeGeneres, the comedian and talk show host
5. Lionel Messi, the soccer player for Barcelona
6. Marsai Martin, the actress
7. Bill Gates, the business magnate and philanthropist
8. Beyoncé, the singer, songwriter and actress
9. LeBron James, the NBA player for the Los Angeles Lakers
10. Marsai Martin, the actress
11. Brian McKnight, the singer
The document discusses human trafficking and its terrible impact on victims. It describes how traffickers lure victims with false promises of jobs and opportunities, then exploit and abuse them. Victims are beaten, raped, threatened with death, and live in constant fear. Trafficking causes immense physical, sexual, psychological and social harm to victims. It is a horrific crime and serious global problem.
M was sexually abused from ages 9 to 13 by her stepfather, who raped her almost daily. She told her mother at age 13 and got a restraining order, but he continued to abuse her. After 13 hospitalizations for her injuries, doctors reported the abuse to police. M was afraid to identify her abuser at first for fear of him hurting her brother. She testified against him and he was sentenced to jail. M continues to struggle with the lasting psychological and emotional impacts of the abuse, including PTSD, depression, and self-harm behaviors. Through the interview process, the interviewer gained insight into how power and control are used to sustain abuse and the profound lifelong effects abuse can have.
The famous twin actors Sidney and Thurman Sewell from the film Spring Breakers were arrested in New York City after Sidney was pulled over for drunk driving. Sidney was three times over the legal limit and arrested, while Thurman, who had not been driving, was distressed at being separated from his brother. For six hours, Thurman worked to raise the undisclosed amount for Sidney's bail, with help from friends who had never seen Thurman so upset at being apart from Sidney. When released, Sidney refused to comment but seemed happy to be reunited with his brother, receiving a $3,000 fine and 30 hours of community service.
2024 State of Marketing Report – by HubspotMarius Sescu
https://www.hubspot.com/state-of-marketing
· Scaling relationships and proving ROI
· Social media is the place for search, sales, and service
· Authentic influencer partnerships fuel brand growth
· The strongest connections happen via call, click, chat, and camera.
· Time saved with AI leads to more creative work
· Seeking: A single source of truth
· TLDR; Get on social, try AI, and align your systems.
· More human marketing, powered by robots
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
ChatGPT is a revolutionary addition to the world since its introduction in 2022. A big shift in the sector of information gathering and processing happened because of this chatbot. What is the story of ChatGPT? How is the bot responding to prompts and generating contents? Swipe through these slides prepared by Expeed Software, a web development company regarding the development and technical intricacies of ChatGPT!
Product Design Trends in 2024 | Teenage EngineeringsPixeldarts
The realm of product design is a constantly changing environment where technology and style intersect. Every year introduces fresh challenges and exciting trends that mold the future of this captivating art form. In this piece, we delve into the significant trends set to influence the look and functionality of product design in the year 2024.
How Race, Age and Gender Shape Attitudes Towards Mental HealthThinkNow
Mental health has been in the news quite a bit lately. Dozens of U.S. states are currently suing Meta for contributing to the youth mental health crisis by inserting addictive features into their products, while the U.S. Surgeon General is touring the nation to bring awareness to the growing epidemic of loneliness and isolation. The country has endured periods of low national morale, such as in the 1970s when high inflation and the energy crisis worsened public sentiment following the Vietnam War. The current mood, however, feels different. Gallup recently reported that national mental health is at an all-time low, with few bright spots to lift spirits.
To better understand how Americans are feeling and their attitudes towards mental health in general, ThinkNow conducted a nationally representative quantitative survey of 1,500 respondents and found some interesting differences among ethnic, age and gender groups.
Technology
For example, 52% agree that technology and social media have a negative impact on mental health, but when broken out by race, 61% of Whites felt technology had a negative effect, and only 48% of Hispanics thought it did.
While technology has helped us keep in touch with friends and family in faraway places, it appears to have degraded our ability to connect in person. Staying connected online is a double-edged sword since the same news feed that brings us pictures of the grandkids and fluffy kittens also feeds us news about the wars in Israel and Ukraine, the dysfunction in Washington, the latest mass shooting and the climate crisis.
Hispanics may have a built-in defense against the isolation technology breeds, owing to their large, multigenerational households, strong social support systems, and tendency to use social media to stay connected with relatives abroad.
Age and Gender
When asked how individuals rate their mental health, men rate it higher than women by 11 percentage points, and Baby Boomers rank it highest at 83%, saying it’s good or excellent vs. 57% of Gen Z saying the same.
Gen Z spends the most amount of time on social media, so the notion that social media negatively affects mental health appears to be correlated. Unfortunately, Gen Z is also the generation that’s least comfortable discussing mental health concerns with healthcare professionals. Only 40% of them state they’re comfortable discussing their issues with a professional compared to 60% of Millennials and 65% of Boomers.
Race Affects Attitudes
As seen in previous research conducted by ThinkNow, Asian Americans lag other groups when it comes to awareness of mental health issues. Twenty-four percent of Asian Americans believe that having a mental health issue is a sign of weakness compared to the 16% average for all groups. Asians are also considerably less likely to be aware of mental health services in their communities (42% vs. 55%) and most likely to seek out information on social media (51% vs. 35%).
AI Trends in Creative Operations 2024 by Artwork Flow.pdfmarketingartwork
Creative operations teams expect increased AI use in 2024. Currently, over half of tasks are not AI-enabled, but this is expected to decrease in the coming year. ChatGPT is the most popular AI tool currently. Business leaders are more actively exploring AI benefits than individual contributors. Most respondents do not believe AI will impact workforce size in 2024. However, some inhibitions still exist around AI accuracy and lack of understanding. Creatives primarily want to use AI to save time on mundane tasks and boost productivity.
Organizational culture includes values, norms, systems, symbols, language, assumptions, beliefs, and habits that influence employee behaviors and how people interpret those behaviors. It is important because culture can help or hinder a company's success. Some key aspects of Netflix's culture that help it achieve results include hiring smartly so every position has stars, focusing on attitude over just aptitude, and having a strict policy against peacocks, whiners, and jerks.
PEPSICO Presentation to CAGNY Conference Feb 2024Neil Kimberley
PepsiCo provided a safe harbor statement noting that any forward-looking statements are based on currently available information and are subject to risks and uncertainties. It also provided information on non-GAAP measures and directing readers to its website for disclosure and reconciliation. The document then discussed PepsiCo's business overview, including that it is a global beverage and convenient food company with iconic brands, $91 billion in net revenue in 2023, and nearly $14 billion in core operating profit. It operates through a divisional structure with a focus on local consumers.
Content Methodology: A Best Practices Report (Webinar)contently
This document provides an overview of content methodology best practices. It defines content methodology as establishing objectives, KPIs, and a culture of continuous learning and iteration. An effective methodology focuses on connecting with audiences, creating optimal content, and optimizing processes. It also discusses why a methodology is needed due to the competitive landscape, proliferation of channels, and opportunities for improvement. Components of an effective methodology include defining objectives and KPIs, audience analysis, identifying opportunities, and evaluating resources. The document concludes with recommendations around creating a content plan, testing and optimizing content over 90 days.
How to Prepare For a Successful Job Search for 2024Albert Qian
The document provides guidance on preparing a job search for 2024. It discusses the state of the job market, focusing on growth in AI and healthcare but also continued layoffs. It recommends figuring out what you want to do by researching interests and skills, then conducting informational interviews. The job search should involve building a personal brand on LinkedIn, actively applying to jobs, tailoring resumes and interviews, maintaining job hunting as a habit, and continuing self-improvement. Once hired, the document advises setting new goals and keeping skills and networking active in case of future opportunities.
A report by thenetworkone and Kurio.
The contributing experts and agencies are (in an alphabetical order): Sylwia Rytel, Social Media Supervisor, 180heartbeats + JUNG v MATT (PL), Sharlene Jenner, Vice President - Director of Engagement Strategy, Abelson Taylor (USA), Alex Casanovas, Digital Director, Atrevia (ES), Dora Beilin, Senior Social Strategist, Barrett Hoffher (USA), Min Seo, Campaign Director, Brand New Agency (KR), Deshé M. Gully, Associate Strategist, Day One Agency (USA), Francesca Trevisan, Strategist, Different (IT), Trevor Crossman, CX and Digital Transformation Director; Olivia Hussey, Strategic Planner; Simi Srinarula, Social Media Manager, The Hallway (AUS), James Hebbert, Managing Director, Hylink (CN / UK), Mundy Álvarez, Planning Director; Pedro Rojas, Social Media Manager; Pancho González, CCO, Inbrax (CH), Oana Oprea, Head of Digital Planning, Jam Session Agency (RO), Amy Bottrill, Social Account Director, Launch (UK), Gaby Arriaga, Founder, Leonardo1452 (MX), Shantesh S Row, Creative Director, Liwa (UAE), Rajesh Mehta, Chief Strategy Officer; Dhruv Gaur, Digital Planning Lead; Leonie Mergulhao, Account Supervisor - Social Media & PR, Medulla (IN), Aurelija Plioplytė, Head of Digital & Social, Not Perfect (LI), Daiana Khaidargaliyeva, Account Manager, Osaka Labs (UK / USA), Stefanie Söhnchen, Vice President Digital, PIABO Communications (DE), Elisabeth Winiartati, Managing Consultant, Head of Global Integrated Communications; Lydia Aprina, Account Manager, Integrated Marketing and Communications; Nita Prabowo, Account Manager, Integrated Marketing and Communications; Okhi, Web Developer, PNTR Group (ID), Kei Obusan, Insights Director; Daffi Ranandi, Insights Manager, Radarr (SG), Gautam Reghunath, Co-founder & CEO, Talented (IN), Donagh Humphreys, Head of Social and Digital Innovation, THINKHOUSE (IRE), Sarah Yim, Strategy Director, Zulu Alpha Kilo (CA).
Trends In Paid Search: Navigating The Digital Landscape In 2024Search Engine Journal
The search marketing landscape is evolving rapidly with new technologies, and professionals, like you, rely on innovative paid search strategies to meet changing demands.
It’s important that you’re ready to implement new strategies in 2024.
Check this out and learn the top trends in paid search advertising that are expected to gain traction, so you can drive higher ROI more efficiently in 2024.
You’ll learn:
- The latest trends in AI and automation, and what this means for an evolving paid search ecosystem.
- New developments in privacy and data regulation.
- Emerging ad formats that are expected to make an impact next year.
Watch Sreekant Lanka from iQuanti and Irina Klein from OneMain Financial as they dive into the future of paid search and explore the trends, strategies, and technologies that will shape the search marketing landscape.
If you’re looking to assess your paid search strategy and design an industry-aligned plan for 2024, then this webinar is for you.
5 Public speaking tips from TED - Visualized summarySpeakerHub
From their humble beginnings in 1984, TED has grown into the world’s most powerful amplifier for speakers and thought-leaders to share their ideas. They have over 2,400 filmed talks (not including the 30,000+ TEDx videos) freely available online, and have hosted over 17,500 events around the world.
With over one billion views in a year, it’s no wonder that so many speakers are looking to TED for ideas on how to share their message more effectively.
The article “5 Public-Speaking Tips TED Gives Its Speakers”, by Carmine Gallo for Forbes, gives speakers five practical ways to connect with their audience, and effectively share their ideas on stage.
Whether you are gearing up to get on a TED stage yourself, or just want to master the skills that so many of their speakers possess, these tips and quotes from Chris Anderson, the TED Talks Curator, will encourage you to make the most impactful impression on your audience.
See the full article and more summaries like this on SpeakerHub here: https://speakerhub.com/blog/5-presentation-tips-ted-gives-its-speakers
See the original article on Forbes here:
http://www.forbes.com/forbes/welcome/?toURL=http://www.forbes.com/sites/carminegallo/2016/05/06/5-public-speaking-tips-ted-gives-its-speakers/&refURL=&referrer=#5c07a8221d9b
ChatGPT and the Future of Work - Clark Boyd Clark Boyd
Everyone is in agreement that ChatGPT (and other generative AI tools) will shape the future of work. Yet there is little consensus on exactly how, when, and to what extent this technology will change our world.
Businesses that extract maximum value from ChatGPT will use it as a collaborative tool for everything from brainstorming to technical maintenance.
For individuals, now is the time to pinpoint the skills the future professional will need to thrive in the AI age.
Check out this presentation to understand what ChatGPT is, how it will shape the future of work, and how you can prepare to take advantage.
The document provides career advice for getting into the tech field, including:
- Doing projects and internships in college to build a portfolio.
- Learning about different roles and technologies through industry research.
- Contributing to open source projects to build experience and network.
- Developing a personal brand through a website and social media presence.
- Networking through events, communities, and finding a mentor.
- Practicing interviews through mock interviews and whiteboarding coding questions.
Google's Just Not That Into You: Understanding Core Updates & Search IntentLily Ray
1. Core updates from Google periodically change how its algorithms assess and rank websites and pages. This can impact rankings through shifts in user intent, site quality issues being caught up to, world events influencing queries, and overhauls to search like the E-A-T framework.
2. There are many possible user intents beyond just transactional, navigational and informational. Identifying intent shifts is important during core updates. Sites may need to optimize for new intents through different content types and sections.
3. Responding effectively to core updates requires analyzing "before and after" data to understand changes, identifying new intents or page types, and ensuring content matches appropriate intents across video, images, knowledge graphs and more.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
ChatGPT is a revolutionary addition to the world since its introduction in 2022. A big shift in the sector of information gathering and processing happened because of this chatbot. What is the story of ChatGPT? How is the bot responding to prompts and generating contents? Swipe through these slides prepared by Expeed Software, a web development company regarding the development and technical intricacies of ChatGPT!
Product Design Trends in 2024 | Teenage EngineeringsPixeldarts
The realm of product design is a constantly changing environment where technology and style intersect. Every year introduces fresh challenges and exciting trends that mold the future of this captivating art form. In this piece, we delve into the significant trends set to influence the look and functionality of product design in the year 2024.
How Race, Age and Gender Shape Attitudes Towards Mental HealthThinkNow
Mental health has been in the news quite a bit lately. Dozens of U.S. states are currently suing Meta for contributing to the youth mental health crisis by inserting addictive features into their products, while the U.S. Surgeon General is touring the nation to bring awareness to the growing epidemic of loneliness and isolation. The country has endured periods of low national morale, such as in the 1970s when high inflation and the energy crisis worsened public sentiment following the Vietnam War. The current mood, however, feels different. Gallup recently reported that national mental health is at an all-time low, with few bright spots to lift spirits.
To better understand how Americans are feeling and their attitudes towards mental health in general, ThinkNow conducted a nationally representative quantitative survey of 1,500 respondents and found some interesting differences among ethnic, age and gender groups.
Technology
For example, 52% agree that technology and social media have a negative impact on mental health, but when broken out by race, 61% of Whites felt technology had a negative effect, and only 48% of Hispanics thought it did.
While technology has helped us keep in touch with friends and family in faraway places, it appears to have degraded our ability to connect in person. Staying connected online is a double-edged sword since the same news feed that brings us pictures of the grandkids and fluffy kittens also feeds us news about the wars in Israel and Ukraine, the dysfunction in Washington, the latest mass shooting and the climate crisis.
Hispanics may have a built-in defense against the isolation technology breeds, owing to their large, multigenerational households, strong social support systems, and tendency to use social media to stay connected with relatives abroad.
Age and Gender
When asked how individuals rate their mental health, men rate it higher than women by 11 percentage points, and Baby Boomers rank it highest at 83%, saying it’s good or excellent vs. 57% of Gen Z saying the same.
Gen Z spends the most amount of time on social media, so the notion that social media negatively affects mental health appears to be correlated. Unfortunately, Gen Z is also the generation that’s least comfortable discussing mental health concerns with healthcare professionals. Only 40% of them state they’re comfortable discussing their issues with a professional compared to 60% of Millennials and 65% of Boomers.
Race Affects Attitudes
As seen in previous research conducted by ThinkNow, Asian Americans lag other groups when it comes to awareness of mental health issues. Twenty-four percent of Asian Americans believe that having a mental health issue is a sign of weakness compared to the 16% average for all groups. Asians are also considerably less likely to be aware of mental health services in their communities (42% vs. 55%) and most likely to seek out information on social media (51% vs. 35%).
AI Trends in Creative Operations 2024 by Artwork Flow.pdfmarketingartwork
Creative operations teams expect increased AI use in 2024. Currently, over half of tasks are not AI-enabled, but this is expected to decrease in the coming year. ChatGPT is the most popular AI tool currently. Business leaders are more actively exploring AI benefits than individual contributors. Most respondents do not believe AI will impact workforce size in 2024. However, some inhibitions still exist around AI accuracy and lack of understanding. Creatives primarily want to use AI to save time on mundane tasks and boost productivity.
Organizational culture includes values, norms, systems, symbols, language, assumptions, beliefs, and habits that influence employee behaviors and how people interpret those behaviors. It is important because culture can help or hinder a company's success. Some key aspects of Netflix's culture that help it achieve results include hiring smartly so every position has stars, focusing on attitude over just aptitude, and having a strict policy against peacocks, whiners, and jerks.
PEPSICO Presentation to CAGNY Conference Feb 2024Neil Kimberley
PepsiCo provided a safe harbor statement noting that any forward-looking statements are based on currently available information and are subject to risks and uncertainties. It also provided information on non-GAAP measures and directing readers to its website for disclosure and reconciliation. The document then discussed PepsiCo's business overview, including that it is a global beverage and convenient food company with iconic brands, $91 billion in net revenue in 2023, and nearly $14 billion in core operating profit. It operates through a divisional structure with a focus on local consumers.
Content Methodology: A Best Practices Report (Webinar)contently
This document provides an overview of content methodology best practices. It defines content methodology as establishing objectives, KPIs, and a culture of continuous learning and iteration. An effective methodology focuses on connecting with audiences, creating optimal content, and optimizing processes. It also discusses why a methodology is needed due to the competitive landscape, proliferation of channels, and opportunities for improvement. Components of an effective methodology include defining objectives and KPIs, audience analysis, identifying opportunities, and evaluating resources. The document concludes with recommendations around creating a content plan, testing and optimizing content over 90 days.
How to Prepare For a Successful Job Search for 2024Albert Qian
The document provides guidance on preparing a job search for 2024. It discusses the state of the job market, focusing on growth in AI and healthcare but also continued layoffs. It recommends figuring out what you want to do by researching interests and skills, then conducting informational interviews. The job search should involve building a personal brand on LinkedIn, actively applying to jobs, tailoring resumes and interviews, maintaining job hunting as a habit, and continuing self-improvement. Once hired, the document advises setting new goals and keeping skills and networking active in case of future opportunities.
A report by thenetworkone and Kurio.
The contributing experts and agencies are (in an alphabetical order): Sylwia Rytel, Social Media Supervisor, 180heartbeats + JUNG v MATT (PL), Sharlene Jenner, Vice President - Director of Engagement Strategy, Abelson Taylor (USA), Alex Casanovas, Digital Director, Atrevia (ES), Dora Beilin, Senior Social Strategist, Barrett Hoffher (USA), Min Seo, Campaign Director, Brand New Agency (KR), Deshé M. Gully, Associate Strategist, Day One Agency (USA), Francesca Trevisan, Strategist, Different (IT), Trevor Crossman, CX and Digital Transformation Director; Olivia Hussey, Strategic Planner; Simi Srinarula, Social Media Manager, The Hallway (AUS), James Hebbert, Managing Director, Hylink (CN / UK), Mundy Álvarez, Planning Director; Pedro Rojas, Social Media Manager; Pancho González, CCO, Inbrax (CH), Oana Oprea, Head of Digital Planning, Jam Session Agency (RO), Amy Bottrill, Social Account Director, Launch (UK), Gaby Arriaga, Founder, Leonardo1452 (MX), Shantesh S Row, Creative Director, Liwa (UAE), Rajesh Mehta, Chief Strategy Officer; Dhruv Gaur, Digital Planning Lead; Leonie Mergulhao, Account Supervisor - Social Media & PR, Medulla (IN), Aurelija Plioplytė, Head of Digital & Social, Not Perfect (LI), Daiana Khaidargaliyeva, Account Manager, Osaka Labs (UK / USA), Stefanie Söhnchen, Vice President Digital, PIABO Communications (DE), Elisabeth Winiartati, Managing Consultant, Head of Global Integrated Communications; Lydia Aprina, Account Manager, Integrated Marketing and Communications; Nita Prabowo, Account Manager, Integrated Marketing and Communications; Okhi, Web Developer, PNTR Group (ID), Kei Obusan, Insights Director; Daffi Ranandi, Insights Manager, Radarr (SG), Gautam Reghunath, Co-founder & CEO, Talented (IN), Donagh Humphreys, Head of Social and Digital Innovation, THINKHOUSE (IRE), Sarah Yim, Strategy Director, Zulu Alpha Kilo (CA).
Trends In Paid Search: Navigating The Digital Landscape In 2024Search Engine Journal
The search marketing landscape is evolving rapidly with new technologies, and professionals, like you, rely on innovative paid search strategies to meet changing demands.
It’s important that you’re ready to implement new strategies in 2024.
Check this out and learn the top trends in paid search advertising that are expected to gain traction, so you can drive higher ROI more efficiently in 2024.
You’ll learn:
- The latest trends in AI and automation, and what this means for an evolving paid search ecosystem.
- New developments in privacy and data regulation.
- Emerging ad formats that are expected to make an impact next year.
Watch Sreekant Lanka from iQuanti and Irina Klein from OneMain Financial as they dive into the future of paid search and explore the trends, strategies, and technologies that will shape the search marketing landscape.
If you’re looking to assess your paid search strategy and design an industry-aligned plan for 2024, then this webinar is for you.
5 Public speaking tips from TED - Visualized summarySpeakerHub
From their humble beginnings in 1984, TED has grown into the world’s most powerful amplifier for speakers and thought-leaders to share their ideas. They have over 2,400 filmed talks (not including the 30,000+ TEDx videos) freely available online, and have hosted over 17,500 events around the world.
With over one billion views in a year, it’s no wonder that so many speakers are looking to TED for ideas on how to share their message more effectively.
The article “5 Public-Speaking Tips TED Gives Its Speakers”, by Carmine Gallo for Forbes, gives speakers five practical ways to connect with their audience, and effectively share their ideas on stage.
Whether you are gearing up to get on a TED stage yourself, or just want to master the skills that so many of their speakers possess, these tips and quotes from Chris Anderson, the TED Talks Curator, will encourage you to make the most impactful impression on your audience.
See the full article and more summaries like this on SpeakerHub here: https://speakerhub.com/blog/5-presentation-tips-ted-gives-its-speakers
See the original article on Forbes here:
http://www.forbes.com/forbes/welcome/?toURL=http://www.forbes.com/sites/carminegallo/2016/05/06/5-public-speaking-tips-ted-gives-its-speakers/&refURL=&referrer=#5c07a8221d9b
ChatGPT and the Future of Work - Clark Boyd Clark Boyd
Everyone is in agreement that ChatGPT (and other generative AI tools) will shape the future of work. Yet there is little consensus on exactly how, when, and to what extent this technology will change our world.
Businesses that extract maximum value from ChatGPT will use it as a collaborative tool for everything from brainstorming to technical maintenance.
For individuals, now is the time to pinpoint the skills the future professional will need to thrive in the AI age.
Check out this presentation to understand what ChatGPT is, how it will shape the future of work, and how you can prepare to take advantage.
The document provides career advice for getting into the tech field, including:
- Doing projects and internships in college to build a portfolio.
- Learning about different roles and technologies through industry research.
- Contributing to open source projects to build experience and network.
- Developing a personal brand through a website and social media presence.
- Networking through events, communities, and finding a mentor.
- Practicing interviews through mock interviews and whiteboarding coding questions.
Google's Just Not That Into You: Understanding Core Updates & Search IntentLily Ray
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2. There are many possible user intents beyond just transactional, navigational and informational. Identifying intent shifts is important during core updates. Sites may need to optimize for new intents through different content types and sections.
3. Responding effectively to core updates requires analyzing "before and after" data to understand changes, identifying new intents or page types, and ensuring content matches appropriate intents across video, images, knowledge graphs and more.
A brief introduction to DataScience with explaining of the concepts, algorithms, machine learning, supervised and unsupervised learning, clustering, statistics, data preprocessing, real-world applications etc.
It's part of a Data Science Corner Campaign where I will be discussing the fundamentals of DataScience, AIML, Statistics etc.
Time Management & Productivity - Best PracticesVit Horky
Here's my presentation on by proven best practices how to manage your work time effectively and how to improve your productivity. It includes practical tips and how to use tools such as Slack, Google Apps, Hubspot, Google Calendar, Gmail and others.
The six step guide to practical project managementMindGenius
The six step guide to practical project management
If you think managing projects is too difficult, think again.
We’ve stripped back project management processes to the
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Unlocking the Power of ChatGPT and AI in Testing - A Real-World Look, present...Applitools
During this webinar, Anand Bagmar demonstrates how AI tools such as ChatGPT can be applied to various stages of the software development life cycle (SDLC) using an eCommerce application case study. Find the on-demand recording and more info at https://applitools.info/b59
Key takeaways:
• Learn how to use ChatGPT to add AI power to your testing and test automation
• Understand the limitations of the technology and where human expertise is crucial
• Gain insight into different AI-based tools
• Adopt AI-based tools to stay relevant and optimize work for developers and testers
* ChatGPT and OpenAI belong to OpenAI, L.L.C.
Unlocking the Power of ChatGPT and AI in Testing - A Real-World Look, present...
WELLS FARGO WORK PLACE OF RACISM AND TOXIC LEADERS. IT IS ACCEPTED BY LEADERS AND HUMAN RESOURCES AND THE CEO CHARLES SCHARF
1. December 31, 2019 update--- December 31,2019 I was terminated by Justine Hawkins he stated
for my behavior and insubordination becauseI contacted Ortega commander( I always call the
commander when; military personnel bring in the wrong paper work,or I will send an email to
personnel at the unit, check my emails) he put nothing in writing, I was not given termination
paperwork, he is protecting the other managers; he knows theylied. he knows they lied. And I was
never informed not to contact anyone.
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October 04, 2019
For Human Relations
Employee 1470100
I, Annzala Pitt hereby attest that the following statement is true and factual in reference to an
irate customer name Christopher Ortega response to me on October 04, 2019 @0930 hours.
On, October 04, 2019 there were a group of military personnel gathered at the front door of
Wells Fargo. I open the door and greeted them and walk them to my desk area. Once seated
Ortega explained to me why they were present. He had a military memorandum with him I
reviewed it. After my review of the document; I explained to him and the others that Wells Fargo
required meeting minutes and I explained what was needed in the meeting minutes.
Ortega stood up and spoke in a loud voice and stated I was wrong because; he had spoken to
Justin Rivers (while pointing in Justin direction) and was informed to bring in the memorandum
and to see me; as he got louder.
All tellers could hear his dialogue.
I stood up, motion for Justin to come out of his office and explained to him the situation. Justin,
then explained to Ortega the same information as I did (as Ortega was still speaking loudly).
Justin then called personal banker-Danielle Held over to where we all gathered. Danielle also
explained the same information to Ortega. Ortega calmed down and began to exit the building
via the back door. When I returned to my desk, I notice the memorandum still on my desk, I
retrieved it and gave to Ortega before he exited the door.
I was then called into Justin Rivers office, by District manager Caroline Andrews (she was drunk I
could smell alcohol on her) of whom showed to be angry. She spoke to me in a nasty and harsh
manner and immediately blame me for the situation with Ortega. She and Justin even accused
me of following Ortega in the bank. My response to them was – look at the video camera.
Then I ask Carolina was ifI fired again (as Caroline and Justin wrongfully terminated me in May
2019- and stated I verbally resign (in retaliation of me contacting human relations about the false
informal warning for performance of which has been escalated to HR manager. And, after that
they wrote a false informal warning for conduct after I documented an employee comments to
2. me- of which violates Wells Fargo’s Speak Up and Nonretaliation Policy),and she said no is a nasty
way as she rolled her eyes at me. I, then ask ifthere was anything else; she said no. As I was
leaving Justin office, Caroline told Justin that she could not stand that Nigger (she was talking
about me).
I then called Ortega’s commander (because she must sign off on the paper for the unit ----it was
a unit account not a personal account) and explained what happen and what document was
needed; she apologized to me.
I then went into thebreakroom to cry and I asked Denise to get my purse for me,and then
Danielle open the door for one of the military personnel that was present with Ortega. The
military personnel apologize to me for what happen as he walks to the bathroom. When he
came out of the bathroom, he told me to call Ortega commander and I told him I did already.
I then went outside, to use my cell phone and there were some of the other military personnel
and they to also apologized to me. Later in the day I received a call for some else apologizing to
me.
Prior, to my 1300 hours phone call to human relations employee Catherine Goode; Justin
requested that I come to his office. Caroline was present and Justin Hawkins was on thephone:
Hawkins starts screaming at me like I was a child telling- me that he had a verywell written
statement about my behavior,and he told Justin Rivers to take mykeys. As he is yelling at me
Caroline is jumping up and down in the chair stating get her; get her
As Hawkins continue to yell at me about contacting Ortega ‘s commander. Hawkins also asked
me if I was resigning and I stated no, and he stated he was placing me on administrative paid
leave and that my behavior will be investigated.
No manager should have been yelling at me and intimidating me as a form of harassment this
goes against what Wells Fargo stands for.
I got my purse and left. I called my attorney and emailed Hawking, explaining to him this
situation will be handed via my lawyer and I was advised not to have verbal communication with
Wells Fargo personnel.
Wells Fargo has set forth resources so that all their employees can be successful. But it becomes
difficult when an employee is constantly signaled out.
My, timeand talent has been wasted due to poor minded managers, untrained managers and
toxic and destructive managers.
When individuals go to work, they are expected to be in a safe non hostile environment.
3. I have found out that Manager Geoffrey Sanders is behind what is going on with me. He was the
one that got Justin Rivers promoted to manager and is his mentor; as he was Rivers manager and
Rivers will do whatever Sanders tell him to do. Sanders is also Hannah’s current manager and was
the interim manager at Shaw AFB until he got Rivers hired for the position.
It was Sanders that told Rivers to writethe informal warning for performance and conduct on me.
It is Sanders Justin and Caroline that want me terminated. Sanders has let it be known that he does
not like me.
Performance warning included four issues (not accepting primary and secondary identifications 1.
Not accepting ID for a credit card application (I accepted it and made copies and emailed/fax to
the credit card department; 2. Opening an account (2 ids are required; the customer only had 1
id); 3. Customer came in to add another person to the account but did not have the required 2
ID’s,); 4. Customer camein with a driver’s licensefrom Texas with a South Carolina address, I
called back office to inquire about the driver’s license and was informed not to use it; and beforeI
could finish with the customer by using his military ID as a primary; Justin told the customer to
come with him. Now,I followed policy for all four issues, (Rivers also told the customer to file a
complaint on in reference to the driver’s license).
The next day I was wrongfully terminated by Justin and Caroline Andrews; and Sanders told Justin
to hire Hannah (Hannah’s spouseis an air force member that works on Shaw Air Force Base and
Hannah wants to work on Shaw AFB. When I returned after the wrongful termination Sanders and
Hannah was angry about that.
Conduct warning was in reference to Hannah getting angry becauseI documented what actually
happen about a customer wanting to file a fraud claim- I followed the actual procedure in assisting
the customer; but she was really angry about the fact she could not get the position on Shaw AFB.
Also, she was sent to Columbia, SC to work because Sanders assumed that I was going to be
perturbed at Hannah becauseshe was not written up for conduct after the way she confronted me
about the customer of which Rivers and Sanders and Denise Coleman Smith, Teller Eric Johnson
heard her being unprofessional towards me and I documented.
No manager spoketo me about Hannah’s conduct towards me and I did not find out about the
fact she did not want any contact with meuntil I received a call from David, and this was on the
same day I received the informal warning for conduct. Hannah was aware that I was going to get
the informal; because River/Sanders told her.
October 4, 2019 the issue with Ortega- Sanders and Hannah’s husband (works with Ortega)are
friends with Ortega.
This is collusion and retaliation against me for filling a grievance (from Sanders, Andrews, Rivers
and HAWKINS).
I followed the correct policies and procedures in referenceto assisting all customers.
4. My, training – each time I was supposed to go to training; Sanders would haveJustin to cometo
his store so that I would be unable to attend the training.
They would not allow me to attend AT Work although I completed the required work up.
I have been called stupid and in competent,
MY PTO have been cancelled for the entire year with out reason
Sanders was going to have me to drive from Columbia to his Branch during a storm2018
My work attire was called Ghetto
I have been screamed and yelled at
I have applied for several other personal banker positions only to be denied because Sanders and
Rivers have interfered by speaking negatively about me.
I have requested to be transferred three times
No matter how well I do I amattacked.
I wish to file a grievancein reference to how I have been mistreated by Wells Fargo managers.
I would like to be transferred to a different branch, my managers hate me, and I have been treated
with distain, ostracization and treated with great indifference.
The managers are complacent, toxicand destructive and have exhibited the following:
*DISCRIMINATORY HARASSMENT,
*PERSONAL HARASSMENT,
*POWER HARASSMENT,
*PSYCHOLOGICALHARASSMENT,
*RETALIATION HARASSMENT,
*THIRD PARTY HARASSMENT and
*VERBALHARASSMENT.
*Discipline (bogus writeups, counseling’s and suspensions)-FALSE INFORMAL WARNINGS
*Firing/Constructive Discharge (both classic termination and creating conditions so bad that you
quit)-TRIEDTO FORCE METO RESIGN
*Hiring (failure to hire) APPLIED FOR OTHER POSITIONS
5. *Job Harassment (constant harassment, nitpicking,micromanaging)
*Intimidation/retaliation (referring to paybackby an employer, in any form, because an employee
spoke up about mistreatment)
*Reinstatement (refusing to properly rehire employees because of their race, age, gender,
disability or other classes)
*Training
I have been as a black employee isolated AND cut off from career opportunities.
Wells Fargo needs to commit to eradicating the legacy of racism.
I have been left with the impression that my managers, who are white, were predisposed to view
me as suspicious.
My managers have used extraordinarily bad judgment towards me; I have been mistreated
because I am a black older woman.
WF must create a diverse and inclusive environment that is critical to success.
December 31, 2019 I was terminated by Justine Hawkins he stated for my behavior and
insubordination, he put nothing in writing, I was not given termination paperwork, he is protecting
the other managers; he knows they lied.
Thanks,
Annzala Pitt