Women, Business And Leadership
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1. The document discusses gender diversity and equality in global companies using Merck as a case study. It examines the business case and evidence for promoting women in leadership and the workforce. 2. Data on women's representation in Merck's regions, industries, and roles is presented. Challenges and best practices are outlined around setting goals, understanding drivers of representation, and engaging both men and women. 3. The discussion focuses on internal priorities like culture, development, and flexibility, as well as external stakeholders and customers, with the goal of enhancing inclusion and accelerating women's leadership development.
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一模一样【微信：A575476】【新西兰奥塔哥大学毕业证（otago毕业证）成绩单Offer】【微信：A575476】（留信学历认证永久存档查询）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。
【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：A575476】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：A575476】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
→ 【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：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部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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Innovation Management Frameworks: Your Guide to Creativity & Innovation
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[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
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Women, Business And Leadership
- 1. Valencia, March 25 th 2010 “ Women, Business and Leadership” Uxio Malvido EMEAC Diversity and Inclusion Leader MSD TECHNICAL CONFERENCE AND INFORMAL MEETING OF UE MINISTERS FOR GENDER EQUALITY Equality between Women and Men as a Basis for Growth and Employment
- 2. MSD / Merck CR Recognition Global Operations Headquarters in New Jersey, US Latin America US EMEAC EMEAC 34% AP 14% LA 10% US 41% + 100 K employees in aprox. 100 countries What’s the most appropiate frame of reference to deal with gender diversity and equality in a global company?
- 4. Evidence based approach Catalyst: The Bottom Line McKinsey: Women Matter EVA Analysis: Female Leadership and Firm Profitability But… how much evidence is needed?
- 6. % Exec. % Managers % Workforce % Managers % Executives Low High Low High Retention Goals Goals at Executive level Goals at Executive and Mger levels Goals at Manager level Setting Objetives Setting objectives and monitoring results is part of any real strategic initiative in the business environment
- 7. 40% Executive Country A (45%; 45%) Country B (42%; 34%) Country C (33%; 35%) Retention Progression (Manager and Executive Levels) Progression (Executive level) 30% 50% 50% 40% Managers 36% (Corp goal) Within the Region: Setting different local measures Company Marketplace Promotion (in) Promotion (out) Recruitment Turnover + _ Within Countries / BUs: Understanding drivers of representation Outcomes Understanding Dynamics
- 8. Men as Allies Drivers and Barriers of Men engagement in Gender initiatives (“ Engaging Men in Gender Initiatives ”, Catalyst 2009) Addressing organizational culture Child Care Maternity impact on selection and initial salary offer (“ The Motherhood penalty ”, American Journal of Sociology 2007) Ability Leadership definition and success criteria (“ Leader or Louder ”, Journal of Personality and Social Psychology 2009 )
- 11. Now… Let’s engage in the conversation
Editor's Notes
- EMEAC Updates 31-Mar-2008 15:30 CET
- Monica