Where Would You Like to Work?
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According to Gallup poll only 13% of employees globally are engaged. It's not without a reason. Most workplaces are environments that don't enable engagement, motivation and satisfaction. Such a job won't make you happy but more importantly won't let you fulfill your potential. So what kind of work you would like to have?
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Road to No Mangement
We often connect leadership with management. It is a common misconception. On one level – self-organizing teams – we find it rather easy to accept that these are in fact independent concepts. We want the whole team to show leadership and take responsibility for their commitments within the constraints defined by a project, a hierarchy and a method. The same pattern, however, can go way further than that.
What would happen if we adopted the same paradigm when designing the whole organization, not just a team?
The No Management theme is used to label different approaches that refuse to use traditional management paradigms. While the stories differ one of the common parts is emergence of leadership across organizations on all levels. At the same time I don’t consider No Management a destination. It’s more of a journey and as such it can be used to drive leadership in all sorts of organizations.
I will share the story of Lunar Logic, where we evolved from a traditional organization to pretty radical approach where almost everyone is a leader and there’s no formal hierarchy. Some of the ideas are easily applicable on a team level, some require more positional power. All of them are inspiring.
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W. Edwards Deming famously said that "a bad system will defeat a good person every time." By that token the way our teams are organized and the constraints within which they exist are crucial factors behind quality of teams.
Let's challenge some of the commonly accepted patterns. High degree of autonomy doesn't turn into anarchy but rather help to keep intrinsic motivation high. Participatory leadership means that every team member is a leader yet it doesn't mean competition. Decisions making process has nothing to do with power structures. Culture is paramount and it goes ahead of technical skills. Collaboration is ultimately the factor the whole team optimizes their work for.
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Let me say something obvious. Estimating is hard. So how come that we at Lunar Logic barely remember times when it was an issue?
The standard approach to estimation is based on expert guesses. This means that subconsciously we make ourselves vulnerable to cognitive biases which render our estimates too optimistic and unreliable. That neither is fun for development teams nor provides much value to clients.
We can employ a different strategy. Instead of relying on vulnerable human memory we use the actual historical data and run statistical simulations to produce a forecast. Not only is the outcome significantly better than what expert guess provides but also it requires less work from development teams.
We will share a story how our approach to estimation at Lunar Logic evolved from a common scenario to what we call statistical forecasting. We’ll share the theory behind, show how we do it and present some real data to back up the story. After all, once we understand why estimation is hard we can easily improve how we do it.
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Road to No Mangement
We often connect leadership with management. It is a common misconception. On one level – self-organizing teams – we find it rather easy to accept that these are in fact independent concepts. We want the whole team to show leadership and take responsibility for their commitments within the constraints defined by a project, a hierarchy and a method. The same pattern, however, can go way further than that.
What would happen if we adopted the same paradigm when designing the whole organization, not just a team?
The No Management theme is used to label different approaches that refuse to use traditional management paradigms. While the stories differ one of the common parts is emergence of leadership across organizations on all levels. At the same time I don’t consider No Management a destination. It’s more of a journey and as such it can be used to drive leadership in all sorts of organizations.
I will share the story of Lunar Logic, where we evolved from a traditional organization to pretty radical approach where almost everyone is a leader and there’s no formal hierarchy. Some of the ideas are easily applicable on a team level, some require more positional power. All of them are inspiring.
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All the work in our organizations revolves around teams. Teams are a basic unit of structure and thus are ubiquitous. What does differentiate amazing teams from mediocre ones?
W. Edwards Deming famously said that "a bad system will defeat a good person every time." By that token the way our teams are organized and the constraints within which they exist are crucial factors behind quality of teams.
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These are beautiful teams.
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How the idea of collective intelligence affects the way we hire and build teams. It seems that traditional traits we pay attention to doesn't improve capabilities to solve problems, which is at the core of knowledge work.
What can we do to improve chances of success of our teams? It seems that social perceptiveness and evenness of communication are way more important than technical skills.
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Let me say something obvious. Estimating is hard. So how come that we at Lunar Logic barely remember times when it was an issue?
The standard approach to estimation is based on expert guesses. This means that subconsciously we make ourselves vulnerable to cognitive biases which render our estimates too optimistic and unreliable. That neither is fun for development teams nor provides much value to clients.
We can employ a different strategy. Instead of relying on vulnerable human memory we use the actual historical data and run statistical simulations to produce a forecast. Not only is the outcome significantly better than what expert guess provides but also it requires less work from development teams.
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For years I was telling you how awesome self-organization and autonomy are in the context of organizational design.
Well, I lied.
Let me share a story about a company that has been a poster child of self-organization and autonomy, bringing them to the extreme and building its organizational culture around them. Everything was as rosy as you might have expected if you'd read books about progressive organizations. That is until it wasn't.
The engagement fell flat on its face. The atmosphere nosedived. Attrition crept in. Self-organization, vast autonomy, and radically decentralized control became as much a solution to address the old problems, addressing vastly outdated management principles, as a source of a ton of new friction.
We'll look at what went wrong and why. We'll make a sobering realization that making our organizations “fit for the future,” as some management thought-leaders propose, is much harder than it looks on paper.
It is a failure story. And a personal one, as I'm going to talk about the company, I've spent almost a decade with – Lunar Logic.
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To change the status quo we need to rethink the management models we use in the modern workplace. Interestingly, we know the solution, except we were using it to cure a different disease. Self-organization has been widely adopted in order to improve the performance of our teams. So far, though, we failed to exploit its potential to create the workplace that is more humane, fairer, and most importantly better fit for the future.
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When we talk about effective teams discussions almost always boils down to processes, methods and practices. As a matter of fact, it was the part of our story at Lunar Logic. However, on our evolution toward becoming a company with no managers we uncovered a whole another context to that dispute.
Emotional safety is something you’d rather expect to discuss at a psychologist’s couch and not in a professional setup. In modern workplace it is a common expectation that we suppress our emotions. At the same we learned time emotional safety is the superpower that improves problem solving skills, boosts learning, enables feedback, and triggers personal development. However, extremely often it is a blind spot that prevents organizations to get to the next level.
Having said that, you can’t just roll out emotional safety just as you introduce a new method or a new tool. Let me discuss what can be done to introduce emotional safety at work and how it transformed us as an organization and as individuals. Ultimately, let me share how it catalyzed effectiveness in individual, organizational and, most importantly, commercial context.
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When we think about self-organization the obvious context is a team. Everyone in the Agile world have heard about self-organized teams. We expect a boost of engagement and productivity when people aren’t told how to organize themselves.
Interestingly enough, despite all the benefits we see at a team level, almost no organizations try to scale the concept of self-organization up. The reason is the hierarchical power distribution structure that is at the core of almost all organizations. We commonly call it management. Introducing self-organization throughout the organization would require to redesign how it is managed. Is it even possible?
Let me walk you through that story. At Lunar Logic in less than 4 years we evolved from a traditional organizational model with strong management to fully self-organized company. Our CEO has equal access to information and equal decision-making power as an intern who we hired last month. We have no managers and are in need of none.
We are not crazy, mind you. The company didn’t collapse. Conversely, the retention has improved, motivation went through the roof, and financially the company has never been more stable as it is now. While I won’t lie that it’s been easy, the outcomes speak for themselves.
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A few years ago Happiness Index was popularized as a leading metric of how well a company is doing. Let’s try to figure out whether it delivers on the promise. Let’s look at what we learned from 2-year long experiment of measuring happiness.
And then there’s also the question: should we be pursuing happiness at all?
The Leadership Gap
I often hear complaints that we don’t have enough great leaders in our organizations.
If, as Jerry Weinberg points, leadership is a process of creating an environment where people become empowered let’s focus on how we create and evolve environments we work at.
One issue is the system. W. Edwards Deming famously said that a bad system will defeat a good person every time. Then we should discuss how we build our teams and how it contributes to our goals. Finally, we have organizational culture that is blood of every company and influence all behaviors.
All these bits are inseparably interconnected thus if we want to create an environment where leadership thrives we need to take all of them into account.
Let’s take a look at how these ideas may be applied in practice. In Lunar Logic eventually but inevitably everyone becomes a leader. We simply pay attention to how the organization is designed in a broader context. That’s the story I will share.
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If, as Jerry Weinberg points, leadership is a process of creating an environment where people become empowered let’s focus on how we create and evolve environments we work at.
One thing is how we build our teams. If we focus only on technical skills we won’t cover the leadership gap.
Another issue is the system. As W. Edwards Deming famously said, a bad system will defeat a good person every time. If we hire great people but put them in highly constrained environment they won’t thrive.
Lastly, we have an organizational culture, which is a steering force behind everyday leadership acts or lack of them. It is also one of the main reasons why many transformations fail.
I will show how all these areas are inseparably interconnected and how we need to change all three to evolve toward participatory leadership. The end result is that every team member overtakes a role of a leader dynamically, depending on the context.
Research on collective intelligence shows how flawed our recruitment approaches are. Experience of system thinkers suggests how much potential is hidden in improving the system. Finally, an organizational culture is what adds meaning to our actions thus is a crucial enabler of change of our behaviors. These are building blocks of the participatory leadership approach.
This isn’t just a theory. In Lunar Logic we’ve put this theory into practice. You will learn our story along with why we believe it works. Even though some of the ideas shared during the session may sound counter-intuitive or even radical we are the living proof that it can be done.
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The more failed projects and the more underperforming teams I see the more I am convinced that we focus on the wrong things. Neither technical excellence or even a great team is enough to build sustainable organization that delivers and keep its clients happy.
The bit we keep forgetting about is organizational culture. The soul of every organization that heavily affects everything that is happening around. It’s not a surprise. For something as intangible there is no recipe, thus evolving organizational culture is never a sure shot.
Bear with me when we explore how to tame this fuzzy beast. You may learn why some of your efforts were failing or how to be a better leader or that it’s time to move on and find a new job. Most of all you will understand one more layer of a complex environment we call a workplace
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Interestingly enough, in these areas improvements are rare and traditional models surprisingly prevalent even in organizations that adopt agility across development teams. At the same time very frequently low-hanging fruits can be harvested at PMO level after introducing fairly simple improvements.
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More from Pawel Brodzinski
Self-organization: The Good, The bad and the Ugly
For years I was telling you how awesome self-organization and autonomy are in the context of organizational design.
Well, I lied.
Let me share a story about a company that has been a poster child of self-organization and autonomy, bringing them to the extreme and building its organizational culture around them. Everything was as rosy as you might have expected if you'd read books about progressive organizations. That is until it wasn't.
The engagement fell flat on its face. The atmosphere nosedived. Attrition crept in. Self-organization, vast autonomy, and radically decentralized control became as much a solution to address the old problems, addressing vastly outdated management principles, as a source of a ton of new friction.
We'll look at what went wrong and why. We'll make a sobering realization that making our organizations “fit for the future,” as some management thought-leaders propose, is much harder than it looks on paper.
It is a failure story. And a personal one, as I'm going to talk about the company, I've spent almost a decade with – Lunar Logic.
Power as Privilege
Recently we get more and more aware of how privilege in society works and how it affects opportunities available to different groups. What we miss out is that a similar power dynamic is in play in the modern workplace. Decision-making power and position in the hierarchy are privileges and they influence how organizations act. Not only does it make companies unprepared for the challenges of the evolving world but also reluctant to change in order to get ready for these challenges.
To change the status quo we need to rethink the management models we use in the modern workplace. Interestingly, we know the solution, except we were using it to cure a different disease. Self-organization has been widely adopted in order to improve the performance of our teams. So far, though, we failed to exploit its potential to create the workplace that is more humane, fairer, and most importantly better fit for the future.
Emotional Safety: The Effectiveness Superpower
When we talk about effective teams discussions almost always boils down to processes, methods and practices. As a matter of fact, it was the part of our story at Lunar Logic. However, on our evolution toward becoming a company with no managers we uncovered a whole another context to that dispute.
Emotional safety is something you’d rather expect to discuss at a psychologist’s couch and not in a professional setup. In modern workplace it is a common expectation that we suppress our emotions. At the same we learned time emotional safety is the superpower that improves problem solving skills, boosts learning, enables feedback, and triggers personal development. However, extremely often it is a blind spot that prevents organizations to get to the next level.
Having said that, you can’t just roll out emotional safety just as you introduce a new method or a new tool. Let me discuss what can be done to introduce emotional safety at work and how it transformed us as an organization and as individuals. Ultimately, let me share how it catalyzed effectiveness in individual, organizational and, most importantly, commercial context.
A Workplace with No Managers
When we think about self-organization the obvious context is a team. Everyone in the Agile world have heard about self-organized teams. We expect a boost of engagement and productivity when people aren’t told how to organize themselves.
Interestingly enough, despite all the benefits we see at a team level, almost no organizations try to scale the concept of self-organization up. The reason is the hierarchical power distribution structure that is at the core of almost all organizations. We commonly call it management. Introducing self-organization throughout the organization would require to redesign how it is managed. Is it even possible?
Let me walk you through that story. At Lunar Logic in less than 4 years we evolved from a traditional organizational model with strong management to fully self-organized company. Our CEO has equal access to information and equal decision-making power as an intern who we hired last month. We have no managers and are in need of none.
We are not crazy, mind you. The company didn’t collapse. Conversely, the retention has improved, motivation went through the roof, and financially the company has never been more stable as it is now. While I won’t lie that it’s been easy, the outcomes speak for themselves.
In Pursuit of Happiness
A few years ago Happiness Index was popularized as a leading metric of how well a company is doing. Let’s try to figure out whether it delivers on the promise. Let’s look at what we learned from 2-year long experiment of measuring happiness.
And then there’s also the question: should we be pursuing happiness at all?
The Leadership Gap
I often hear complaints that we don’t have enough great leaders in our organizations.
If, as Jerry Weinberg points, leadership is a process of creating an environment where people become empowered let’s focus on how we create and evolve environments we work at.
One issue is the system. W. Edwards Deming famously said that a bad system will defeat a good person every time. Then we should discuss how we build our teams and how it contributes to our goals. Finally, we have organizational culture that is blood of every company and influence all behaviors.
All these bits are inseparably interconnected thus if we want to create an environment where leadership thrives we need to take all of them into account.
Let’s take a look at how these ideas may be applied in practice. In Lunar Logic eventually but inevitably everyone becomes a leader. We simply pay attention to how the organization is designed in a broader context. That’s the story I will share.
After all, there's no shortage of leaders, only a shortage of companies that let leadership emerge.
People, System, Culture: Where Leadership Thrives
If, as Jerry Weinberg points, leadership is a process of creating an environment where people become empowered let’s focus on how we create and evolve environments we work at.
One thing is how we build our teams. If we focus only on technical skills we won’t cover the leadership gap.
Another issue is the system. As W. Edwards Deming famously said, a bad system will defeat a good person every time. If we hire great people but put them in highly constrained environment they won’t thrive.
Lastly, we have an organizational culture, which is a steering force behind everyday leadership acts or lack of them. It is also one of the main reasons why many transformations fail.
I will show how all these areas are inseparably interconnected and how we need to change all three to evolve toward participatory leadership. The end result is that every team member overtakes a role of a leader dynamically, depending on the context.
Research on collective intelligence shows how flawed our recruitment approaches are. Experience of system thinkers suggests how much potential is hidden in improving the system. Finally, an organizational culture is what adds meaning to our actions thus is a crucial enabler of change of our behaviors. These are building blocks of the participatory leadership approach.
This isn’t just a theory. In Lunar Logic we’ve put this theory into practice. You will learn our story along with why we believe it works. Even though some of the ideas shared during the session may sound counter-intuitive or even radical we are the living proof that it can be done.
Culture: The Forgotten Bit
The more failed projects and the more underperforming teams I see the more I am convinced that we focus on the wrong things. Neither technical excellence or even a great team is enough to build sustainable organization that delivers and keep its clients happy.
The bit we keep forgetting about is organizational culture. The soul of every organization that heavily affects everything that is happening around. It’s not a surprise. For something as intangible there is no recipe, thus evolving organizational culture is never a sure shot.
Bear with me when we explore how to tame this fuzzy beast. You may learn why some of your efforts were failing or how to be a better leader or that it’s time to move on and find a new job. Most of all you will understand one more layer of a complex environment we call a workplace
Fixing Portfolio Management
One of areas of constant struggle for many organizations is managing portfolio. Too many concurrent endeavors, commitments made without available capabilities, lack of discussion about expected value and cost of delay, disconnection between portfolio management and work organization on team level, constant expediting, highly insufficient or inaccurate information... If any of these sounds familiar it indicates common issues on portfolio level.
Interestingly enough, in these areas improvements are rare and traditional models surprisingly prevalent even in organizations that adopt agility across development teams. At the same time very frequently low-hanging fruits can be harvested at PMO level after introducing fairly simple improvements.
In this session I will describe how Portfolio Kanban can be used to steer evolution not only at PMO level but across an organization and show how it can be orchestrated with introduction of Lean and Agile on team level.
Building Teams: We Got It All Wrong
Let’s talk for a while about how we build our teams. Best technical talent that we can find. Good engineering practices. Craftsmanship. Aren’t we full of that stuff? Oh yes, we are. Surprisingly enough that’s exactly the problem.
Last time I checked building software has been a team sport. So the question is: what does make a team effective? Once the question is answered we may want to rethink the ways we build our teams.
Effective Teams
What pictures do we have in our minds when we think about effective software development? Code quality, continuous integration, pair programming or what have you. While I’m a big fan of all of them I would challenge the concept that this is the only, or the most important, area which developers should focus on.
Building software is a collective effort of people working in different roles and this should always be a starting point to a discussion about effectiveness. The missing piece may be software craftsmanship but it may also be handful of dull chores that few would fancy doing. How can we tell? What should we use as guidance? And, at the end of the day, how to build software effectively?
Portfolio Kanban
Very frequently, when we discuss a change initiative failure, we point as one of key reasons of the failure lack of support from top management. Much effort on team level is wasted because the organization on high level is set up to preserve status quo.
For a change agent looking to set an organization on a path on continuous, evolutionary change addressing the issue of stale mindset of the leaders of the company is frequently the key obstacle to overcome. Usually, a different set of tools is required to achieve that, especially for internal change agents who have hierarchy working against them.
I will show how we can use Portfolio Kanban as a low-friction method, which might be used by change agents, to steer mindset change among top managers. Similarly to team-level Kanban a few simple rules help to change how we look at project or product portfolio and how the work flows on high level.
Thinking about Kanban on portfolio level introduces the whole new set of challenges that can’t be solved with standard approach, so it is also a story about Kanban versatility and adaptability.
After all, if end results include better understanding of how the work is done, improved effectiveness and healthier work environment for teams it is worth giving a try, isn’t it?
Portfolio Kanban - Low-Friction Method to Improve Organization's Effectiveness
When we think about improving effectiveness we often focus on team level. The sources of ineffectiveness, however, are often rooted on a different level - in project portfolio. Too many concurrent projects, little knowledge about available capabilities and lack of discussion on cost and value often result in a situation where main decision factor is a gut feeling.
Common approaches to solve the problem are heavy-weight and strongly formalized. On the other hand Portfolio Kanban is a low-friction method that allows tackling the issue steering change at PMO level. As with every Kanban implementation there is little, if any, changes at the very beginning and changes are steered in evolutionary manner.
The picture isn’t rosy though. As long as you can say that there are standard approaches to introducing Kanban on a team level, there are no for portfolio level. As long as the method itself is easy to operate, its implementation is going to be anything but obvious and simple.
Kanban Improvements
With only a few principles which Kanban prescribes it can’t be treated as a method which directly shows how to organize a team or the way it works. What more, it is advised to start Kanban implementation without changing the process which is currently in place. How Kanban catalyzes improvements then? Basing on examples from different teams the presentation shows patterns of emergent properties – best practices and process improvements which are introduced with no direct management action. As these behaviors are emergent not only are they adjusted to local specifics but also there’s little resistance against them. This mechanism makes Kanban, despite the method’s simplicity, a great tool to foster improvements.
Kanban
Kanban is more and more popular approach among teams working on building software. At the same time it is probably the most light-weight approach which is applicable in such cases. What exactly Kanban is? How does it work? When, where and why it is worth to adopt it?
The session describes basic rules of Kanban and explains when the method, or its elements, is worth applying in software development teams. Comparisons to both: formal approaches and agile methods, with special focus on Scrum, help to understand Kanban specifics and learn when it might be a suitable option for teams.
Kanban Weak Spots
Kanban is considered very light-weight yet very effective method helping teams to organize their work and make their flow effective but most importantly to foster continuous improvement. Cost of introducing Kanban is very low and usually first effects of its implementation show up pretty quickly. However it doesn't mean that Kanban will survive in any environment. The method has some weak spots, which a team should take care of, otherwise there can be little value of introducing it.
Addressing potential issues related to Kanban implementation is as crucial to its success as knowing its strengths. It is also very important to plan for those risks so a team can get much value out of introducing them method.
The presentation discusses a number of different Kanban weak spots, showing their negative effects and advising how they can be avoided which helps teams to make improvements fostered by Kanban sustainable.
Both: problems and solutions are based on real-life stories of teams facing issues connected with adopting Kanban.
Visual Management
Issues with communication are commonly stressed as one of pain points in project teams. We often react trying to formalize communication setting a lot of rules and expecting it would solve the problem. Unfortunately it doesn't really work.
It because the real reason isn't lack of will to share information among a project team but burden attached to it. If we were able to make communication easy and nonintrusive for both those who share and those who receive information it would be a great tool to improve information flow and, as a result, organization as well.
And this is where visual management comes to the rescue. A set of simple tools: whiteboard, markers and a set of sticky notes can help to solve many of communication issues we face. What more flexibility and cost of such simple means is no match for any software, which makes them a perfect investment. Are you ready to pass on such a powerful tool?
The presentation will show a set of different real-life problems pointing how visual management can help in solving them. The session will also describe why and when the method works successfully.
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Senior Project and Engineering Leader Jim Smith.pdf
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
Enriching engagement with ethical review processes
New ethics review processes at the University of Bath. Presented at the 8th World Conference on Research Integrity by Filipa Vance, Head of Research Governance and Compliance at the University of Bath. June 2024, Athens
Employment Practices Regulation and Multinational Corporations
Employment Practices Regulation and Multinational Corporations
Strategic decision making within MNCs constrained or determined by the implementation of laws and codes of practice and by pressure from political actors. Managers in MNCs have to make choices that are shaped by gvmt. intervention and the local economy.
原版制作(CDU毕业证书)查尔斯达尔文大学毕业证PDF成绩单一模一样
学校原件一模一样【微信：741003700 】《(CDU毕业证书)查尔斯达尔文大学毕业证PDF成绩单》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
W.H.Bender Quote 65 - The Team Member and Guest Experience
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
在线办理(Murdoch毕业证书)莫道克大学毕业证电子版成绩单一模一样
学校原件一模一样【微信：741003700 】《(Murdoch毕业证书)莫道克大学毕业证电子版成绩单》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Case Analysis - The Sky is the Limit | Principles of Management
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
原版制作(澳洲WSU毕业证书)西悉尼大学毕业证文凭证书一模一样
学校原件一模一样【微信：741003700 】《(澳洲WSU毕业证书)西悉尼大学毕业证、文凭证书》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Risk-Management-presentation for cooperatives
Power point presentation for risk management for cooperatives
SOCIO-ANTHROPOLOGY FACULTY OF NURSING.....
Deals with people living and how they are taken care of bu health care workers
Comparing Stability and Sustainability in Agile Systems
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
在线办理(UVic毕业证书)维多利亚大学毕业证录取通知书一模一样
学校原件一模一样【微信：741003700 】《(UVic毕业证书)维多利亚大学毕业证》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
W.H.Bender Quote 66 - ServPoints Sequence of Service™ should be Identified fo...
W.H.Bender Quote 66 - ServPoints Sequence of Service™ should be Identified fo...William (Bill) H. Bender, FCSI
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
408-784-7371
Foodservice Consulting + Design
Strategic Org Design with Org Topologies™
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
20240608 QFM019 Engineering Leadership Reading List May 2024
Everything I found interesting about Engineering Leadership in May 2024
一比一原版杜克大学毕业证(Duke毕业证)成绩单留信认证
毕业原版【微信:41543339】【杜克大学毕业证(Duke毕业证)】【微信:41543339】成绩单、外壳、offer、留信学历认证（永久存档真实可查）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【我们承诺采用的是学校原版纸张（纸质、底色、纹路），我们拥有全套进口原装设备，特殊工艺都是采用不同机器制作，仿真度基本可以达到100%，所有工艺效果都可提前给客户展示，不满意可以根据客户要求进行调整，直到满意为止！】
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信41543339】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信41543339】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
留信网服务项目：
1、留学生专业人才库服务（留信分析）
2、国（境）学习人员提供就业推荐信服务
3、留学人员区块链存储服务
→ 【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：客户在留信官方认证查询网站查询到认证通过结果后付款，不成功不收费！
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W.H.Bender Quote 66 - ServPoints Sequence of Service™ should be Identified fo...
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20240608 QFM019 Engineering Leadership Reading List May 2024