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Managing Difficult Employees
 
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http://blog.hr360.com/hr-blog/managing-a-difficult-employee-video-blog Video Highlights: 0:42 Managing a difficult employee is one of the biggest challenges a supervisor can face. We’re talking about individuals who are not violating company policy or breaking the law, but whose demeanor, attitude and behavior are off-putting to others. 01:12 Left unaddressed, a difficult employee has the potential to do serious harm to overall workplace morale and productivity, and can even drive other valuable employees away from the department or company. 01:29 You must be responsive to the issues and complaints of the offending employee’s colleagues. Don’t brush them off. Document the complaints in detail, and ask for specific examples of the behavior in question. 01:49 Address the employee in question. This is understandably uncomfortable, but it must be done. Ideally, you will speak with the employee immediately following an incident, so that the event is fresh in his or her mind. 02:19 Follow an established protocol of steps based on a progressive discipline policy. Start with a conversation, or counseling session. If the behaviors persist, move to a verbal and then a written warning. 03:27 If all these efforts fail, you may be forced to consider reassignment or termination of the employee. However, absent special circumstances, this should generally be the last resort and done only after all other avenues have been exhausted.
Views: 94277 HR360Inc
How To Deal With Unfair Treatment At Work?
 
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Attorney Micah Longo of the Davie, Florida law firm The Longo Firm says, “in evaluated an unfair treatment claim, courts use the McDonnell Douglas framework (famous case), under which plaintiff has the initial burden of establishing a case by showing he/she was a qualified member of a protected class and was subjected to an adverse employment action in contrast with similarly situated employees outside the protected class. Protected classes under federal law are: (1) Race, (2) National Origin, (3) Religion, (4) Age, (5) Sex, and (6) Disability. Plaintiff and comparators outside the protected class who are treated more favorably must be similarly situated in ALL relevant aspects. This prevents courts from second-guessing employers’ reasonable decisions and confusing apples with oranges. If you are a member of a protected class and you’re being treated less favorably than other employees outside your protected class and those employees have essentially the job as you, then you should immediately report this to your human resources department (in writing) or better yet, file a charge of discrimination with the EEOC. It is unlawful for your employer to retaliate against you for exercising your statutorily protected right to be treated fairly at work. Now, the important thing to remember is that the unfair treatment must be based on your membership in a protected class. If you are being treated differently for some other reason, your employer is not breaking the law. In other words, you can be treated unfairly by your boss for any reason as long as it’s not because of your race, national origin, religion, age, sex, or disability. For example, you can be treated unfairly because your boss just doesn’t like you. This is perfectly legal. It’s not unlawful for your boss to be a jerk in the at-will employment system here in Florida. For more information about being treated unfairly at work please visit our website at http://www.longofirm.com and don’t forget to subscribe to our channel! The Longo Firm Micah Longo 12555 Orange Drive, Ste. 233 Davie, FL 33330 Tel: (954) 862-3608
Views: 19100 The Longo Firm
How To Discipline An Employee
 
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Discipline can be an effective tool to improve your team's efficiency, productivity and morale. This VideoJug film will show you how to discipline an employee to its greatest effect. Subscribe! http://www.youtube.com/subscription_center?add_user=videojug Check Out Our Channel Page: http://www.youtube.com/user/videojug Like Us On Facebook! https://www.facebook.com/videojug Follow Us On Twitter! http://www.twitter.com/videojug Watch This and Other Related films here: http://www.videojug.com/film/how-to-discipline-an-employee
Views: 107655 Videojug
Promoting an Employee to Manager
 
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Promoting an Employee to Manager http://www.optimusperformance.ca/ Links to other videos mentioned in this video: Here is the link to the article and video on How to Write a Job Description: https://goo.gl/UGWMYZ A good resource for writing a job description: https://goo.gl/RXPNoy Conduct an psychometric evaluation of the person: http://www.optimusperformance.ca/assesment-tools-solutions/ Style of Leadership & Team Development: http://www.optimusperformance.ca/style-of-leadership-team-development/#leadership_training_vimeo Description of this video: I have often come across companies promoting the best performing employee to a manager. The problem is that the best performing employee does not guarantee that they will be a good manager. What often happens is you lose a good performing employee and gain a poor manager. Promoting someone to a new position especially management, should follow a similar process as hiring a new employee. Link to blog article: http://www.optimusperformance.ca/promoting-best-performing-employee/ Link to previous video: How to Inspire Teamwork https://www.youtube.com/watch?v=awO-aK8Rv64 Links Google Business page https://goo.gl/hs3JpF Google Plus page https://goo.gl/dK4Fl5 Stephen Goldberg google Plus profile https://goo.gl/BjNozD YouTube channel https://goo.gl/da2F45 Wordpress blog Optimus http://goo.gl/eUS2fp Twitter Stephen Goldberg https://goo.gl/HGFUiY Find solutions to problems in leading, managing and working with people in the workplace. Tap into your unlimited potential to become the leader, manager and team member that you envision. Stephen Goldberg of Optimus Performance guides you with practical tips and ideas on leadership, team development, and personal performance in the workplace. Improving the performance and productivity of employees has a direct and positive impact on business results. Optimus Performance delivers programs, tools and services that enable people to tap into their unlimited potential and work smarter. Our products and services are customized for each organization to address specific leadership, management and employee development needs.
Views: 1556 Stephen Goldberg
Breaking News - HR manager reveals the main mistakes people are making
 
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If you're a hard worker but always seem to be passed over for a promotion, there are reasons why.Australian HR manager and author of The People Manager's Tool Kit, Karen Gately, spoke to FEMAIL about the mistakes people are making without even realising.'People don't spend enough time thinking about their professional brand and how certain actions can undermine it,' she said.'Not enough people contemplate the reputation they build on a day to day basis and what that does to people's perception of you and your ability to get ahead.'Karen explained that people need to avoid focusing on what can't be done as the reason you were hired was to make life easier for your boss and your team, not harder.'If you're constantly talking about the road blocks and the obstacles in your way it means you're never looking at any solutions,' Karen said.'You're always delivering problems instead of focusing on how to fix them, which is what really needs to be done.'To change this negative behaviour you need to think about the efforts that need to be put in place to help the situation.'This kind of thinking isn't effective in the workplace and also drags down your team's morale,' she said.Yes, we all need to vent occasionally about work but make sure you're doing so at the appropriate time and place.'People have a tendency to be in their own bubble and not look at certain impacts on other groups across the business,' she explained.'If you're high in an organisation or leading a team, you need to look at how your decisions affect other people around you.'Karen said leaders also need to avoid focusing solely on their own contribution to the business.'They need to realise that their success is directly reflected in the success of the team and they need to build relationships, cohesion and trust,' she said.'The real potential that lies in a team is what they're collectively capable of doing. A leader needs to realise that you aren't working for yourself but you're part of a bigger team.'If you feel like this is a negative characteristic you have, there are ways to improve.'It all starts with awareness and being really mindful of yourself and the broader environment,' Karen said.'You have to be able to look at yourself and also understand what collective success looks like.'Unfortunately Karen said it isn't uncommon for people to work too hard, which isn't an effective use of anyone's time.'Having a consistent standard of performance is important, especially when making a name for yourself in your industry,' she said.'But this takes energy reserve, so people tend to go head down bum up, work really hard and then they completely burn out.'This lack of work-life balance causes people to become drained and tired.'So many people are just on the treadmill we call life but it's integral to be able to prioritise certain things in your life and achieve that balance,' Karen told FEMAIL.'The number one rule is to combat being busy. A lot of us are caught up in the thought process of AutoNews- Source: http://www.dailymail.co.uk/femail/article-5601647/This-youre-not-getting-promoted-HR-manager-reveals-main-mistakes-people-making.html?ITO=1490&ns_mchannel=rss&ns_campaign=1490
Views: 5 US Femail
Performance Reviews | Performance Evaluations & Appraisal
 
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Learn about Different Types of Employee Performance Evaluations How to Conduct an Employee Performance Review or Appraisal http://turnkeydoc.com/human-resources/performance-management/performance-reviews/ An employee performance appraisal, performance evaluation or performance review as it is sometimes called, is a review by a manager where the employee's work performance is evaluated and strengths and weaknesses are identified, so that the employee knows where improvement is needed. Employee performance Reviews, Appraisals and Evaluations are vital for communication. Over the years there have been some new types of performance reviews, performance evaluation, or performance appraisals that are being met with success in today's business world. These require that employee performance evaluations, performance reviews or performance appraisals be done not only for raises, promotions, or bonuses, but for an employee's growth and development. These include: Management by Objectives Review: This method, often called MBO, measures the employee's accomplishments against a clearly established set of objectives. If managers and employees begin the year by working together to list these objectives, the end-of-year performance appraisal, performance review, or performance evaluation can simply compare each goal with its final outcome. This method is simple, clear, and empowers employees in the goal setting process but it disregards non-goal-related success metrics. Ratings Scale is probably the most common review type. Using this method, a supervisor rates an employee on a numerical scale for a defined set of behaviors, traits, competencies, or completed projects. This method gains points for simplicity and functionality, but it only works well if both managers and employees share the same understanding of each point on the scale. The 360 Degree Feedback Review is a new kind of employee performance review, performance appraisal, or performance evaluation. It incorporates data from peers, supervisors and even outside parties like customers and suppliers. This broad feedback can provide a multi-dimensional picture of performance that can cancel the influence of bias. The goal is to paint an accurate picture of employee's strengths and weaknesses. Gathering feedback from multiple sources is a great way to ensure employees are rated fairly and accurately No matter which type of employee performance evaluation, performance review or performance appraisal is used, remember the goal is to foster communication between managers and employees. To make your employee performance reviews, performance appraisal, or performance evaluation as productive as possible, try the following steps • Be prepared • Lead with the positive • Don't be confrontational • Keep it Simple • Be consistent • Make it a two-way conversation • Address what's important to the employee • Discuss work/life balance • Be a good listener • Give Feedback Regularly To download the review templates mentioned in this video as well as a guide on how to conduct the actual employee performance review, performance evaluation or performance appraisal, visit us at www.turnkeydoc.com Subscribe to our youtube channel to sample our "how to" video library or visit us at www.turnkeydoc.com to download your free gift! http://youtu.be/KcGhX7Htk9U Google Plus: https://plus.google.com/u/0/b/107057463999675049074/107057463999675049074/about Facebook: https://www.facebook.com/pages/Turn-Key-Doc/298240720333688 Twitter: https://twitter.com/turnkeydoc/ Youtube Channel: https://www.youtube.com/channel/UC8LlHO8tJf-w-BmhdJobdCw Employee Performance Review Employee Performance Appraisal Employee Performance Evaluation Performance Review Performance Appraisal Performance Evaluation
Views: 109206 Turn Key Doc
Employee Engagement for Managers
 
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Employee engagement relates to the level of an employee's commitment and connection to an organization. Employee engagement simply means employees are loyal and productive. Employees know what to do, and want to do it. Employee engagement means that people enjoy their jobs and are satisfied with their work conditions, contribute enthusiastically to meeting team and organizational goals, and feel a sense of belonging and commitment to the organization. Surveys by Gallup show that employee engagement in the United States has been steadily increasing since 2013, yet 49.5 percent of employees surveyed in early 2016 were identified as not engaged and 16.5 percent were actively disengaged. Fully engaged employees care deeply about the organization and actively seek ways to serve the mission. Active disengagement means that people are actively undermining their organization’s success. Managers can improve engagement by providing employees with three key elements: a sense of meaningfulness, a sense of connection, and a sense of growth. Studies have identified a correlation between high levels of employee engagement and company performance, including less turnover, greater profitability, and stronger employee and customer loyalty.
Views: 172 Gregg Learning
Activities of HR
 
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In this part of the video, we discuss how HR can pep up their functions and their role by organizing internal events and activities to involve and engage employees and make the workplace interesting and lively while not undermining the need to be professional. We also bring fort the possible changes in the sources and process of recruitment don by HR of an organization. Follow us! http://www.youtube.com/welingkardlp - YouTube Channel http://twitter.com/Welearnindia - Twitter http://www.facebook.com/welearnindia - Facebook Fan Page
The Middle Manager Lifeline
 
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British business growth is being undermined from within by widespread mistrust of senior managers, according to a new report by the Chartered Management Institute (CMI) and leadership events specialist Top Banana. Just one in three (36%) of the 1,456 middle managers surveyed for The Middle Manager Lifeline say they fully trust their senior leaders. This breakdown is corroding wider employee trust in organisations, with four in five middle managers believing that staff lack full trust in their CEO. Mistrust of the boss is found to be closely linked to business performance and growth. 85% of business leaders and managers agree trust is critical to business performance: the report finds that fast-growing organisations are four-and-a-half times more likely to report a high degree of trust between middle and senior management. Low trust levels reflect a communication breakdown, with only 37% agreeing that their leadership team is transparent. This ‘trust gap’ means only 31% of managers are ‘very confident’ in communicating company guidance and strategy to their teams. The trust gap is particularly worrying in the wake of the Brexit vote, according to Ann Francke, CMI chief executive, who says: “The Brexit vote reflected a breakdown of trust in politicians, businesses and other institutions. Rebuilding it isn’t just a requirement of our political leadership – it’s a profound management challenge for the nation. These findings are a warning that a communication breakdown between leaders, middle managers and employees more widely is undermining growth. Leaders have to recognise the pivotal role played by middle managers at the heart of their organisations and support them to succeed in the months and years ahead.” Middle managers interviewed for the report want greater transparency from the top: they want senior leaders to reveal their thinking on important issues (63%) but also to admit their mistakes (54%) and encourage people to raise issues (51%) with them. At present, less than one in ten (9%) are given the chance to feedback on information they’re required to share with their teams as a matter of course. The result is a gulf in perceptions between senior leaders and middle managers. Some 72% of leaders think that they’re highly trusted as a manager – yet only 36% of middle managers say that they trust their business leader to a great extent. Bridging the gap between senior leaders and middle managers has never been more important, according to Nick Terry, co-founder and managing director of Top Banana, who says: “There is a clear trust illusion in our organisations. Business leaders may think that it’s there but the reality is, the further away you get from the leader, the more of an issue trust becomes. Ultimately, trust is personal and therefore leaders need to create opportunities to communicate with their managers candidly, honestly and with an open heart. The UK’s business landscape has changed unrecognisably with an informed, empowered generation of people entering the workforce. They’ve grown up with information at their fingertips and nothing less than the truth will wash. There’s never been a more important time to build the bridge between leadership and middle management.” The report sets out five essential elements for organisations to bridge the trust gap, recognising middle managers as the key connectors across organisations and creating ‘CIVIC’ engagement across the workforce. 1. Communications – committing to an open and honest relationship with middle managers. 2. Integrity – challenging everyone, regardless of seniority, to act according to stated values 3. Visibility – ensuring those at the top are seen to be accountable for their actions and open to challenge 4. Interaction - creating meaningful opportunities for colleagues to meet and feedback to senior management 5. Connections – investing in training and development at all levels to equip them with the professional skills to communicate and manage their teams www.managers.org.uk/middlemanagerlifeline
Views: 81 theHRDIRECTOR
Correcting Company Culture to Address Sexual Harassment
 
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Human Resources Guru Carrie Luxem prevents sexual harassment within restaurants using training and company culture Sexual Harassment allegations about Chefs John Besh and Todd English have the industry concerned On this episode of The Barron Report, we talk to Human Resources Guru, Carrie Luxem about how your company can better manage your team in the wake of the recent sexual harassment claims. Numerous industries have been shaken by sexual harassment allegations and the restaurant industry is no different. With top chefs like Todd English and John Besh being exposed for inappropriate behavior, the business community is concerned. Foodable, to better serve our community, has worked to deliver the best information to you about how to manage these types of claims in your business and, better yet, how to stop them from happening in the first place. Show Notes 1:11 - Carrie Luxem, Restaurant HR Group & CarrieLuxem.com 3:53 - Uncovering a Long-Standing Problem 5:01 - Culture of the Hospitality Industry 6:43 - What Is and Isn't Appropriate? 9:55 - Are Revealing Uniforms Part of the Problem? 12:16 - Confronting Customers for Harassment in Your Establishment 14:01 - Do Not Tolerate That Behavior, Even From Power Positions 18:38 - How to Stop Sexual Harassment Before It Happens 22:47 - Having a Plan in Place 24:56 - Hiring the Right Team 28:40 - Foodable Analyzing Online Sexual Harassment Claims
Views: 134 Foodable Network
Interviewing Candidates (Lecture 06) | HR Management
 
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Interviewing Candidates (Lecture 06) | HR Management - Principles of Management. Subscribe this channel to get more knowledge,Lectures,Presentations etc. Youtube: https://www.youtube.com/channel/UCuBvNmo-Q42RPTisa-b1_-w?sub_confirmation=1 Facebook: https://www.facebook.com/g8knowledge Twitter: https://www.twitter.com/g8knowledge Instragram: https://www.instagram.com/knowledgeget Course Description: Human Resource Management is a course designed to make the students familiar with the concepts of managing human resources. It is rightly said that the organizations need effective people not efficient people. The course also describes the bench mark practices of Human Resource Management Course Objectives: This course has been designed keeping the following objectives in mind: 1. Demonstrate an in-depth knowledge of the activities and decisions that inform the employment relationship and management including recruitment, selection, training, health and safety, employment laws, motivation, and productivity of employees. 2. Develop and design different forms and memos for recruitment, selection, TNA and performance appraisal of employees 3. Demonstrate and assess leadership in a professional context, by selecting and appraising appropriate styles for situations, and contributing and discussing relevant expertise, liaising with and assessing professional colleagues, and managing and evaluating a supporting team. 4. Conduct internal research on HR-related problems at work, and communicate results effectively to colleagues and peers. Learning Outcomes: 1. List the main types of selection interviews. 2. List and explain the main errors that can undermine an interview s usefulness. 3. Define a structured situational interview. 4. Explain and illustrate each guideline for being a more effective interviewer. 5. Give several examples of situational questions, behavioral questions, and background questions that provide structure At the end of this course, students should be able to: 1. Explain what human resource management is and how it relates to the management process 2. Illustrate the human resources responsibilities of line and staff (HR) managers 3. Discuss and illustrate each of the important trends influencing human resource management 4. Describe important trends in human resource management 5. Explain why strategic planning is important to all managers 6. Explain the main generic types of corporate strategies and competitive strategies Explain why metrics are essential for identifying and creating high-performance human resource policies and practices 7. Discuss the nature of job analysis, including what it is and how it’s used 8. Write job descriptions, including summaries and job functions, using the Internet and traditional methods 9. Write a job specification 10. Explain what is meant by reliability and validity 11. List eight tests you could use for employee selection 12. Describe the strengths and weaknesses of the main types of selection interviews 13. Explain each of the four steps in the training process 14. Explain how to distinguish between problems you can fix with training and those you can’t 15. Explain five training techniques. 16. Describe four management development programs. 17. Define performance management and discuss how it differs from performance appraisal 18. Describe the appraisal process 19. Compare and contrast coaching and mentoring and describe the importance of each 20. Describe the basic factors determining pay rates 21. Describe the methods for conducting job evaluation 22. Explain how to apply five motivation theories in formulating an incentive plan 23. Describe the most popular organization wide variable pay plans 24. Describe each of the main pay for time not worked benefits.
Views: 1691 Get Knowledge
TOP 20 Henry Mintzberg Quotes
 
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TOP 20 Henry Mintzberg Quotes. Wallpapers - https://quotefancy.com/henry-mintzberg-quotes “Leadership, like swimming, cannot be learned by reading about it.” — Henry Mintzberg (00:00) “Strategy is a pattern in a stream of decisions.” — Henry Mintzberg (00:07) “The real challenge in crafting strategy lies in detecting subtle discontinuities that may undermine a business in the future. And for that there is no technique, no program, just a sharp mind in touch with the situation.” — Henry Mintzberg (00:14) “Never set out to be the best. It’s too low a standard. Set out to be good. Do Your best.” — Henry Mintzberg (00:21) “While hard data may inform the intellect, it is largely soft data that generates wisdom.” — Henry Mintzberg (00:28) “An enterprise is a community of human beings, not a collection of “human resources”.” — Henry Mintzberg (00:35) “Management is, above all, a practice where art, science, and craft meet.” — Henry Mintzberg (00:42) “Strategy is not the consequence of planning, but the opposite: its starting point.” — Henry Mintzberg (00:49) “Learning is not doing; it is reflecting on doing.” — Henry Mintzberg (00:56) “Anecdotal data is not incidental to theory development at all, but an essential part of it.” — Henry Mintzberg (01:03) “Companies are communities. Theres a spirit of working together. Communities are not a place where a few people allow themselves to be singled out as solely responsible for success.” — Henry Mintzberg (01:10) “Technologies tend to undermine community and encourage individualism.” — Henry Mintzberg (01:17) “Strategic planning is not strategic thinking. Indeed, strategic planning often spoils strategic thinking, causing managers to confuse real vision with the manipulation of numbers.” — Henry Mintzberg (01:24) “Five coordinating mechanisms seem to explain the fundamental ways in which organizations coordinate their work: mutual adjustment, direct supervision, standardization of work processes, standardization of work outputs, and standardization of worker skills.” — Henry Mintzberg (01:31) “No job is more vital to our society than that of the manager. It is the manager who determines whether our social institutions serve us well or whether they squander our talents and resources.” — Henry Mintzberg (01:38) “Empowerment is what managers do to people. Engagement is what managers do with people.” — Henry Mintzberg (01:45) “Organizational effectiveness does not lie in that narrow minded concept called rationality. It lies in the blend of clearheaded logic and powerful intuition.” — Henry Mintzberg (01:52) “Everyone is against micro managing but macro managing means you’re working at the big picture but don’t know the details.” — Henry Mintzberg (01:59) “I describe management as arts, crafts and science. It is a practice that draws on arts, craft and science and there is a lot of craft – meaning experience – there is a certain amount of craft meaning insight, creativity and vision, and there is the use of science, technique or analysis.” — Henry Mintzberg (02:06) “Management is a curious phenomenon. It is generously paid, enormously influential, and significantly devoid of common sense.” — Henry Mintzberg (02:13) Music credit: Easy Day - Kevin MacLeod
Views: 27 Quotefancy
Top 10 HRD Ideas - Workplace Trust
 
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Workplace trust is essential to knowledge workplaces and to new ways of working, such as matrix, virtual, global and networked organisations. However there has to be a balance between trust and control. In a sense trust is like the glue that holds a team together, and is particularly important to the management of change. High Performance Work Systems (HPWS) and high performance organizations in general seek high levels of employee involvement and participation in the workplace. Trust is essential to solving the problems of organisations and employee engagement. Trust takes time and effort to build but can be undermined rapidly. Modern organisations face the additional challenge of less 'face to face' opportunities to build trust. Communication can often be via technology, which generates its own issues. Honesty, integrity and genuine interest in employees is essential to building trust in organisations. A lack of trust can create high turnover, a lack of innovation and slow decision making. The question is asked whether the capture of knowledge by employers can undermine trust. Human Resources is the broad area under which Workplace Trust is often considered, along with Workplace Training, Workplace Learning, HR Advice and so on. Recognition of trust as an asset has changed the way people consider Human Resources Development and the management of workplaces in general.
Managing Your Boss
 
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Axis Capital Group, a human resource company based in Ghana knows that many of the employees’ issue and/or happiness depend on the boss. It really matters what and how the boss behave. Looking at the term itself, “Boss” is someone who is higher than you in rank in the office. How can you, a mere employee, be able to manage your boss and start a relationship with him? Well, there are different types of bosses that you might encounter in our lifetime. Managing your boss does not instantly mean that you have to undermine him; that you literally have to manage him although you have to do a lot of adjustments to please him. Sometimes, admit it or not, we may bend some of our own principles just to get along with the boss.
Views: 360 Ray Bonenfant
How to Deal with Unacceptable Employee Behavior
 
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Note: This video is not meant to be an all-encompassing address of a complex issue. This is a topic addressed in the context of speakers showcase where one has a very limited time to relay information. Speaking to a large audience of HR Professionals in New York at a speakers showcase, JoAnn Corley creatively presents practical strategies to work with behavior. As a talent management specialist, she helps HR professionals and managers at every level create and nurture high-performance teams with an innovative coaching model that reflects a holistic talent management approach. To learn more go to: www.joanncorleyspeaks.com | www.thehumansphere.com | www.joanncorleyspeaks.com
Push factors affecting staff’s intention to leave
 
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Push factors affecting staff’s intention to leave Source: https://www.tfgassetmanagement.com/news/hospitality/staff-turnover-series-%E2%80%93-push-factors-affecting-staff%E2%80%99s-intention-to-leave.aspx Push factors deal with internal reasons that make employees leave the organisation. TFG Asset Management’s recent research revealed the following causes of employee turnover: Poor relationships with colleagues and/or direct managers that ultimately increase the probability of staff members leaving. Lack of growth opportunities - Career development is a long-term proposition and issues often arise when an employee’s career expectations are not met by their employer. Lack of engagement in the organisation - High employee engagement encourages a committed organisational culture and vice versa. Job insecurity – An employee may fear for their job when there is a lack of communication from management. This insecurity can undermine the management’s reputation among staff, leading to burnout and causing employees to ultimately quit. Hoteliers have the control over these push factors and can minimise their employees’ intention to leave. Managers need to address staff turnover as an issue and learn what drives their staff to work and what drives them away in order to better craft staff management and motivation strategies. More information about Asset management in Dubai: First Central Hotel Suites Awarded Green Key Certification - https://youtu.be/OnWYhk9hLcA Hotel Pre Opening Strategies: Staff Accommodation - https://youtu.be/u1HTjX_v0gk Coworking Spaces A Workplace Paradigm Shift - https://youtu.be/oILq7Jrb1sw TFG Asset Management launches new white paper - https://youtu.be/gHezZRMcUww
Maximize the Value of your HR Shared Service Center- IT Convergence
 
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For well over a decade, organizations in both public and private sectors have been leveraging Shared Service Center models to drive costs out of back office operations, drive business process standardization and achieve a higher degree of control / visibility into operations. Since 1998, IT Convergence has helped US-based multinational companies to undertake large transformational projects at both regional (e.g. Latin America or Asia) and global scales. IT Convergence sits at the intersection of business and technology. Within the context of transformational projects such as Shared Service Center, ITC provides a wide range of services including: · Global or regional business process redesign · Business application implementation services · Change management and training · Private Cloud services to host and manage technology for Shared Service Centers and other high volume transactional environments ITC will be presenting a series of webcasts that focus on how to obtain full value from Shared Service Center projects. Change management and training are two important elements of a successful HR Shared Service Center initiative. Due to the disruptive nature of HR Shared Service Center initiatives, they can cause a degree of fear and uncertainty within the HR business function. These fears can result in a slew of non-productive behaviors. Key employees may half-heartedly participate in the project, compromising requirements gathering. In some cases, valuable employees may become demotivated and leave the company, degrading the knowledge base and transaction processing capability of the organization at precisely the time when skilled and experienced employees are most needed. ITC will investigate key considerations for change management and training in HR Shared Service Center projects within the second webcast of the series. Visit the full campaign schedule and register for the webcasts here http://www.itconvergence.com/technology-advisory/shared-service-center/maximize-the-value-of-your-shared-service-center/
Views: 93 ITConvergenceMKT
Why It Is Important To Manage Resources?
 
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Project management gained popularity in the last few decades due to its effectiveness as it helps organizations generate extra revenues and complete tasks within given time. Project managers take salary for managing resources and time oct 7, 2015 this years hottest project management trends. With inloox pm, you can easily assign team roles, create time schedules and budgets, keep records of important financial data. The timing of the need those resources can be and should having a baseline budget amount allows project managers to have greater control over assigned. For the success of any given project, you cannot undermine importance managing your resources in an effective manner. Perhaps there should be more focus on tightening up internal resource management processes with a view to jun 25, 2012 suppose you are project manager, working sincerely and whole heartedly for making the successful. Such resources may include financial resources, inventory, human skills, production or information technology (it) resource management. The work force aug 10, 2017. In organizational studies, resource management is the efficient and effective development of an organization's resources when they are needed. Why is resource management important? Bayt specialties bayt en why important url? Q webcache. A resource allocation plan is an important tool in effective management of scarce resources. In practice, however, many pms focus on measuring jan 14, 2014 letting go of important skills, experience and expertise may bring short term relief, but will this loss have an adverse effect the future performance business? The answer is probably yes. It is important for them to efficiently organize and allocate personal as well equipment different projects, same time avoiding idle resources. Such resources may include financial resources, inventory, human skills, production or information technology (it) aug 13, 2009 before diving into the key elements, three statements must be made defining some of important terms involved with resource management. A recent manpower survey with while good communication skills are valuable in practically any job, they're especially important for resource managersResource management important? Bayt specialties. You are only as good the kind of people you can attract and retain. Apart from the profits garnered as a result of resource optimization and reduced bench time, you can also see impact an efficient mar 19, 2014 purpose project management is to bring together people, processes tools accomplish common objective. Inloox integrates with microsoft outlook and is easy to jan 15, 2016 if your job involves managing resources, you'll be well aware of the damage that being short on skilled staff can have business. Why is resource management important? Bayt specialtieswhat are the key elements of management? . The key functions of the human resources management (hrm) team include recruiting people, training them, performance appraisals, motiv
What Is Disruptive Behavior In The Workplace?
 
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Examples yelling, using profanity, waving arms or fists, verbally abusing others, and refusing reasonable requests for identification 27 mar 2013 to jody foster, disruptive people in any type of organization from a big corporation major health center can poison the atmosphere 22 may 2012 behavior workplace be described as pattern conduct that bothers upsets coworker's day tasks it helpful discuss concerns regarding distressing with your supervisor human resources professional mitigate disruption workplace, this needs addressed. 002disruptive behavior within the workplace. What are some basic techniques for managing disruptive employee workplace bullying and behavior (l&i), washington state. Clearly outline what types of disruptive behaviors will not be tolerated in the 10 apr 2015 employees often become that way because they are to their staff and customers address behaviour workplace 29 2014. But either way, this will be a win for your team, because you have established that disruptive employee behavior is not tolerated in workplace bullying and what everyone needs to know. Disruptive behavior in the workplace youtube. Disruptive behavior is inappropriate that interferes with the functioning and flow of workplace. How disruptive behavior by employees can devastate a workplace in the dealing with & threating university of utahhuman resources managing michigan. It hinders or prevents faculty and staff members from carrying out their professional responsibilities. Two osces ( distracted care team and frazzled intern ) were created to assess response disruptive behavior. Disruptive behavior within the workplace science direct. Disruptive behavior procedure human resource services stony disruptive stonybrook. In case 1, a disruptive behavior by any employee can seriously challenge teamwork, and reduce productivity complaints grievances are natural in workplace create company policy regarding before an incident occurs. Small cr(1), porterfield 14 may 2017 methods. I can speak first hand for the 4 nov 2015 disruptive employee behaviors create negative work environments and unhealthy consequences other employees. Employers have a 'duty of care' to all their employees and are responsible for preventing bullying harassing behaviour appl nurs res. What is workplace bullying and who affected? Workplace refers to. Shtml url? Q webcache. The university human resources behavioral consultation team (bct) understand the potential negative impact of disruptive or inappropriate behavior on workplace quality and safety throughout organization in clinical 18 dec 2014 aim this study was to determine incidence among nurses healthcare workplace, details that are facing up behaviour. Googleusercontent search. Acas workplace snippet august disruptive behavior within the workplacedisruptive in challenges for ncbi nihhow to handle employees that affect a team dealing with behaviour is crucial part of good management. Workplace aggression disruptive behavior disturbs, int
Views: 67 Vincent Vincent
HR 1313: Letting the Boss Get in Your Genes Act
 
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"If elected, not only will I oppose legislation like HR 1313 that weaken the protections for patient privacy, I will propose legislation that strengthens them." www.nelsonforny.com
Views: 163 Nelson for New York
Tips on Mending a Working Relationship With a Coworker : Workplace Etiquette & Tips
 
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Subscribe Now: http://www.youtube.com/subscription_center?add_user=Ehowfinance Watch More: http://www.youtube.com/Ehowfinance Workplace relationships between coworkers are extremely important. Get tips on mending a working relationship with a coworker with help from a public relations and human resources professional in this free video clip. Expert: Darryle Brown Contact: https://sites.google.com/site/darryleebrownconsulting/ Bio: Darryle Brown has more than 20 years of experience in law enforcement administration, public relations and human resources. He currently serve as an HR Specialist for the US Mint. Filmmaker: Roger Whitton Series Description: By following a few key rules of workplace etiquette, you can help make sure that you not only get all of your work done efficiently and on time, but that you also get that promotion you deserve. Learn about workplace etiquette and get tips with help from a public relations and human resources professional in this free video series.
Views: 2755 ehowfinance
Presence - Attribute of a Successful Program Manager
 
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Go to https://www.sebasolutions.com to learn more about Dr. James Brown, project management and leadership speaker. Professional keynote and project management speaker and author, James Brown introduces his book The Handbook of Program Management published by McGraw-Hill. This video supports my book, The Handbook of Program Management. From Chapter 2 we will discuss presence, as one of the attributes of a successful program manager. The following leadership traits, combined with an aggressive management approach, ensure success at the program level. These traits include: presence, relationship building, consistency, effective questioning, decision making, and mentoring. While every program manager must possess these traits, equally important is that the organization possesses these traits. And since the program manager is responsible for developing a culture with these traits, he or she must demonstrate them on a daily basis. Presence is often a requirement and a sought-after trait for executives. Some executive coaches teach presence, as it is usually a factor organizations consider when selecting future leaders. Unfortunately, many people mistakenly undervalue the importance of presence. A human resources director for a leading telecommunications organization was in my project management training class at her company, not to learn about project management, but to discreetly evaluate the attendees on the basis of leadership presence. The individuals with presence were put on the fast track. For our purposes, we will define presence as the ability to appear or outwardly demonstrate the characteristics of a leader. Right or wrong, just or unjust, people judge us immediately so appearance, body language and voice all matter. They then validate their judgment based on personal interaction and performance. The program manager is the very symbol of the program and all of the leader’s actions reflect outwardly and inwardly on the program itself. Outward reflection is the perception the program manager creates with external stakeholders. Therefore, the program manager must create and manage perception and not leave it to chance, because external stakeholders, such as customers, other business units, and organizational leadership often judge the program manager’s behaviors. Others must perceive the program manager as a leader who is in control of the program and receptive to the needs of external stakeholders. If this perception is lacking, external stakeholders may attempt to work around the program manager and thus undermine his or her authority, limiting the program manager’s effectiveness. Inward reflection is the perception the program manager creates internal to the program, and those internal to the program tend to copy the behaviors. So if the program manager effectively employs presence, relationship building, consistency, effective questioning, decision making, and mentoring, then he or she is in effect instilling these traits into the organization, and this can pay huge dividends, including minimizing the amount of intervention the program manager must make at lower levels and projects because his or her subordinates are already executing in a manner the program manager finds successful. Ultimately, leaders want their organizations to be self-regulating, as such a self-regulating organization allows the leader time to focus on the more demanding challenges and opportunities while the organization “self-regulates” the majority of activities. Often the program manager misses opportunities because he or she is too bogged down dealing with issues in the program that should be self-regulating. Some program managers never excel because they cannot release control of the day-to-day activities that should be self-regulating. Self-regulation takes time to create, but with self-regulation, the organization acts and performs just like the program manager would want it to even if he or she is not present. The program team intrinsically thinks like the program manager, and everyone knows what is expected of them. Clarity! I am big on clarity! To see more project management and leadership tips, go to https://www.sebasolutions.com/blog/. James is an authority on project management. As a professional speaker and author, James helps companies deliver projects successfully. For information about project management training go to http://www.https://www.sebasolutions.com/project-management-training/workshops/. Facebook: https://www.facebook.com/DrJamesTBrown LinkedIn: https://www.linkedin.com/in/drjtb Google+: https://plus.google.com/109628980572060952397 Twitter: https://twitter.com/drjamestbrown 321-269-1222
Views: 2090 SEBA Solutions
All About Appraisal: Introduction & Examples
 
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http://www.tvchoice.uk.com - All About Appraisal: Introduction & Examples - 23 mins, 2011 Most people think that appraisals are vital both for motivating staff and monitoring performance. But often they go badly wrong. This film explores the reasons why. Part 1: What Is Appraisal? Appraisal is the process of assessing an employee's performance over a period of time. But there's a right and a wrong way to do an appraisal. And shouldn't staff have their say, too? What is a 360 degree appraisal? PART 2: Appraisal In the Spotlight Potentially an appraisal can bring benefits -- but a bad one can be worse than none at all! Employees explain what happens in the real world. Some managers use appraisals to undermine their staff. And is it a good idea to link appraisals to wages? Critical in the appraisal process is the attitude of the person doing the appraising. Extra: Views of Appraisal Experiences of the appraisal process as described by the people at the sharp end. Why do some managers actually dislike doing appraisals? TV CHOICE has a range of over 200 educational films and film clips for Business Studies, Geography, History, Leisure and Tourism and many other subjects. USA FORMATS AVAILABLE. http://www.tvchoice.uk.com
Views: 1042 TVChoiceFilms
What Is A Micro Manager?
 
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In other words, micromanagers are horrendous bosses who will likely lose all of their employees over time. Let's look at the signal characteristics of a secret micromanager in making jul 17, 2017 micromanagement is routinely top complaint people have about their bosses, and today's good job market where workers more options, that's bigger problem for employers. Micromanagers are bosses or peers who constantly seek to usurp the decision rights of others. Our exchange about that situation led me to today's column a look at jan 5, 2015 micromanagement everyone knows the term. But what is it, really? By definition, micromanagement a management style whereby manager closely observes or controls the work of subordinates employees. Googleusercontent search. 3) creates self doubt. Dcontrary to the best social science boss was either unfair, unpleasant, uninspiring, or a micromanager. Steps you can take if your boss is a micromanager. Micromanagement the micromanager is down in weeds, swamped minutiae, said teresa a. Dealing with a controlling boss who doesn't trust you is tough, but what if you're the one doing micromanaging? If like most micromanagers, may 7, 2012 often micromanager has skill or quality that's important to organization. Here are 10 clear signs of micromanagement. The line between an efficient manager and a micromanager is sometimes blurred, it's easy to cross it, unaware you're on slippery slope becoming dysfunctional boss. Micromanagers drive employees crazy and away, costing their micromanage. Daniel, dean of the human resource leadership (hrl) program at sullivan university in louisville, ky. Investopedia signs that you're a micromanager harvard business review hbr 2014 11 youre class "" url? Q webcache. Most entrepreneurs understand (at least on some level) that micromanaging can undermine the efforts of oct 26, 2009 a manager recently touched base with me about challenge. But it's up to this manager's boss play a leading role in preventing other team members from getting squelched sep 8, 2017 i've never heard manager refer themselves as micromanager. 20 clues that you might be a micromanager the balanceurban dictionary micromanager. Keeping a micromanager at bay is seldom easy. And chairwoman for the hrl concentration in university's ph. One reader manage your micromanager. How to deal with a micromanager without killing yourself firstmonster. She's frustrated by a new boss who is, in her words, 'a serious micromanager' far different from previous was 'completely hands off, except crisis. People might have their own definition of when a manager crosses into being too controlling, but most people would micromanager. Nov 11, 2014 absolutely no one likes to be micromanaged. 10 signs of micromanagement strategies for dealing with avoiding micromanagement management training from mindtools micromanagement wikipedia. So where's the disconnect? Perhaps most managers may have good intentions, but just don't a micro manager is boss or wh
D2K - Sexual Harassment - What Managers Need to Know (2026AE)
 
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To purchase this video: http://goo.gl/RsBR42 Discrimination of any type has no place in any organization. Sexual harassment is the most destructive form of discrimination. Not dealing with sexual harassment can undermine the success of morale in any organization. Managers can help prevent sexual harassment by making sure everyone is knowledgeable of the company's policy on this subject. This program will explain the manager's role in sexual harassment situations and how to resolve them.
Views: 131 Digital2000Safety
Michael vs Toby  - The Office US
 
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Delve deep into the hatred between Michael Scott and Toby Flenderson. Watch The Office US on Google Play: http://goo.gl/n2cswY & iTunes http://goo.gl/Fxi18S Subscribe // http://bit.ly/subOfficeUS This is the official YouTube channel for The Office US. Home to all of the official clips from the series, the funniest moments, pranks and fails. FB : https://www.facebook.com/theofficenbc Twitter : https://twitter.com/theofficenbc Website : http://www.nbc.com/the-office
Views: 3172461 The Office US
Enhancing Efficiency for Hi5 Life | Training and Development | Session | Activities
 
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Corporate Training has become the need of the hour. Businesses that wish to survive the market odds and want to successfully battle the cut throat business competition and challenges must not undermine the importance of corporate training program. If you own and run a business, and you want to know why and how corporate training can benefit your business, read further. Corporate training is available for many areas, including but not limited to leadership and management, finance and accounting, human resource management, personal development, English language, sales and marketing, and customer service. When you invest into each of these training areas, your managers, supervisors, team leads would acquire enhanced communication, team work, and problem solving skills. They would be able to improve their relationship with the employees and would be able to resolve people problems in reduced time and effort. Your managers and supervisors would experience greater self and leadership awareness and higher energy levels. Further, corporate training would improve your managers and team leads’ ability to learn from a quickly changing environment.
Views: 34 The DK Academy
How to Deal With Nitpicky Employees : Workplace Etiquette & Tips
 
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Subscribe Now: http://www.youtube.com/subscription_center?add_user=Ehowfinance Watch More: http://www.youtube.com/Ehowfinance Nitpicky employees typically need to be dealt with in a very particular way for the best results. Find out how to deal with nitpicky employees with help from a public relations and human resources professional in this free video clip. Expert: Darryle Brown Contact: https://sites.google.com/site/darryleebrownconsulting/ Bio: Darryle Brown has more than 20 years of experience in law enforcement administration, public relations and human resources. He currently serve as an HR Specialist for the US Mint. Filmmaker: Roger Whitton Series Description: By following a few key rules of workplace etiquette, you can help make sure that you not only get all of your work done efficiently and on time, but that you also get that promotion you deserve. Learn about workplace etiquette and get tips with help from a public relations and human resources professional in this free video series.
Views: 1264 ehowfinance
All About Appraisal: Introduction & Examples
 
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http://www.tvchoice.uk.com - 23 mins, 2011 Key Topics Appraisal People At Work Motivation Management Workforce Performance Most people think that appraisals are vital both for motivating staff and monitoring performance. But often they go badly wrong. This film explores the reasons why. Part 1: What Is Appraisal? Appraisal is the process of assessing an employee's performance over a period of time. But there's a right and a wrong way to do an appraisal. And shouldn't staff have their say, too? What is a 360 degree appraisal? PART 2: Appraisal In the Spotlight Potentially an appraisal can bring benefits -- but a bad one can be worse than none at all! Employees explain what happens in the real world. Some managers use appraisals to undermine their staff. And is it a good idea to link appraisals to wages? Critical in the appraisal process is the attitude of the person doing the appraising. Extra: Views of Appraisal Experiences of the appraisal process as described by the people at the sharp end. Why do some managers actually dislike doing appraisals? TV CHOICE has a range of over 200 educational films and film clips for Business Studies, Geography, History, Leisure and Tourism and many other subjects. USA FORMATS AVAILABLE. http://www.tvchoice.uk.com
Views: 119 TVChoiceFilms
Tony Robbins: How to Turn Knowledge Into Action ( Tony Robbins Motivation )
 
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Why do so many hard-working managers understand what makes people perform, yet still undermine the success of their business? Why do so many companies fund training programmes and knowledge management initiatives, but see little benefit from those efforts? Knowing what to do isn’t enough. Companies must inspire action to turn all of this knowledge into achievements that improve their business results. In many companies managers spend so much time fighting internal battles they have little time left to fight the company’s competitors. Points are scored on the elaborateness of internal presentations (so people spend inordinate amounts of time preparing them to impress their bosses) and not on tangible results. In other companies the penalty for failure is so great that managers spend their time preserving the status quo instead of trying to find new approaches. The fear that someone else might develop a better method or gain more recognition and, perhaps, a greater reward, prevents people from learning from each other, but it doesn’t have to be this way. If you observe the following guidelines, you can make the most of your company’s collective knowledge.
Views: 52407 Other Live
Interviewing Candidates Recruitment Quiz - MCQsLearn Free Videos
 
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Learn interviewing candidates recruitment and placement quiz on MCQsLearn, a free website http://mcqslearn.com for exam preparation. Practice MCQs with interviewing candidates recruitment and placement quiz, basic types of interviews quiz, types of interview questions quiz and what errors can undermine an interview usefulness quiz with questions and answers for HRM practice tests. This free video contains 20 MCQs based tests on interviewing candidates recruitment and placement in human resource management for online competitive exam preparation.
Views: 52 MCQsLearn
The Games People Play - Bully Bosses
 
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A brief talk about bully bosses and how executives and employees alike can deal with them by Yvette Bethel, Human Resources Trainer and Coach
Views: 93634 TheGamesPeoplePlay
Hilton on what US can gain from a better deal with the UK
 
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Fox News contributor sounds off
Views: 2610 Fox News
"Coping with China's Talent Crisis" - Thoughtful China
 
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http://www.thoughtfulchina.com Marketers and agencies unanimously rank human resources--finding, keeping and training good staff--as their No. 1 challenge in China, one of the ironies in doing business in the mainland, home to the world's largest population. Talent has become a crisis in every sector, from FMCG to travel and tourism to luxury goods. The problem is growing worse as foreign firms struggle to expand their operations in China's fast-growing consumer market.
Views: 1974 ThoughtfulChina
HRDQ Webinar: Coaching Skills - 3 Keys to Performance Coaching
 
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There are three reasons why managers fail at effective performance discussions. One, they can't get an employee to agree that a performance issue even exists. Two, managers don't identify all of the possible solutions. And three, they don't involve the employee in exploring alternatives and finding appropriate solutions. Join subject matter expert and author Ken Phillips for an action-oriented webinar that will illustrate how these ""traps"" undermine a manager's coaching efforts, why they occur, and what can be done to avoid them. What You Will Learn - A successful seven-step process for conducting coaching discussions. - Critical factors in getting an employee's commitment to improve performance. - Two typical traps managers fall into when discussing performance improvement solutions. - The role managers should play when exploring alternatives with an employee and getting a commitment to improve performance. Learn more at: http://www.hrdqstore.com/coaching-skills-inventory-coaching-assessment.html
Views: 1017 HRDQ
Lockout of Honeywell Signals Emergence of Broader Corporate Challenge to Collective Bargaining (2/2)
 
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Professor Paul Mishler, who organized a rally in support of the UAW workers in Indiana, says there’s a need for community support for labor struggles and tactics outside of traditional collective bargaining Help support The Real News by making a donation today: http://therealnews.com/donate
Views: 753 TheRealNews
Managing in Japan - Doing Business During Interesting Times
 
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After spending most of the past 25 years in a recession, Japan is now flirting with the notion that it is finally back and many observers, both within and outside of the country, are taking notice. While even some of the more critical Japan watchers are saying that this time things may indeed be different, the fact is Japan faces some very serious challenges that may greatly undermine any chances of an economic recovery. It is also true that those very same challenges present some new and exciting opportunities for foreign investors. However, to capitalize on those opportunities foreign investors and managers must understand how to effectively manage in the current Japanese business environment.
Hitler's Circle of Evil 9/10: Beginning of the End (eng subs)
 
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As the war fails, the inner circle responds with strategies to save itself, from plotting the Führer's assassination to negotiating with the Allies.
Views: 213115 Milentije Kindlovski
The Best Christian Testimony | Full Christian Movie | "The Exchange: Account of an Interrogation"
 
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Recommended: 2018 Full Christian Movie "The Lies of Communism: Account of the CCP's Brainwashing" English Dubbed https://youtu.be/7lgIIoKGYHE Christian Movie "Sweetness in Adversity" The Lord Jesus Is My Strength and My Rock (English Dubbed): https://youtu.be/3Gl3wFH3bLg Christian English Movie | Chronicles of Religious Persecution in China "The Long Road of Exile" https://youtu.be/Ok1Rk_GWVT8 The Best Christian Testimony | Full Christian Movie | "The Exchange: Account of an Interrogation" Jiang Xinyi is a regional leader of The Church of Almighty God in a particular area in China. She loves the truth and has a sense of righteousness. She has received Almighty God's work of the last days for more than ten years. She understands that only Christ is the truth, the way and the life and that only Christ of the last days, Almighty God can save mankind, free them from sin and guide them onto the right path of human life. As a result, she follows God steadfastly, spreads the gospel and bears witness to God. However, the Chinese Communist government persistently captures and persecutes Christians. Jiang Xinyi and a few co-workers had been monitored and followed by the CCP police for three months. At one of the gatherings, the police captured them. In order to seize the church's financial resources and capture more church leaders, the Chinese Communist government brutally tortured Jiang Xinyi and the others. Their goal was to capture all Christians from the local Church of Almighty God in one fell swoop. Yet, while facing police brutality, Jiang Xinyi and other Christians were firm and persistent. They stood firm and bore witness for God in the face of Satan. However, the Chinese Communist government was not resigned to defeat. They mobilized the president of a brainwashing school and religious pastors. They used evil and fallacious doctrines such as atheism, materialism and patriotism as well as despicable methods such as the enticement of fame and gain and family influence to sway them. Jiang Xinyi and people like her had been subjected to repeated attempts at brainwashing. However, they relied on God and prayed to God. Under the guidance of Almighty God's words, they saw through Satan's ruse. Utilizing the truth, they were in an intense battle against the Chinese Communist government's interrogators … Recommended: Best Christian Movie | Keep the Faith in the CCP's Persecution | "The Party Is Not Done Talking!" https://youtu.be/A6xzrRT6K50 The Power of the Lord | Christian Movie "In the Deep of Winter" | The Testimony of a Christian https://youtu.be/EfVo9ESfSX8 Eastern Lightning, The Church of Almighty God was created because of the appearance and work of Almighty God, the second coming of the Lord Jesus, Christ of the last days. It is made up of all those who accept Almighty God's work in the last days and are conquered and saved by His words. It was entirely founded by Almighty God personally and is led by Him as the Shepherd. It was definitely not created by a person. Christ is the truth, the way, and the life. God's sheep hear God's voice. As long as you read the words of Almighty God, you will see God has appeared. Special statement: This video production was produced as a not-for-profit piece by the Church of Almighty God. The actors that appear in this production are performing on a not-for-profit basis, and have not been paid in any way. This video may not be distributed for profit to any third party, and we hope that everyone will share it and distribute it openly. When you distribute it, please note the source. Without the consent of the Church of Almighty God, no organization, social group, or individual may tamper with or misrepresent the contents of this video. The Church of Almighty God: https://en.godfootsteps.org Gospel of the Descent of Kingdom: https://www.holyspiritspeaks.org The Church of Almighty God YouTube: https://www.youtube.com/godfootstepsen The Church of Almighty God Facebook: https://www.facebook.com/godfootstepsen The Church of Almighty God Twitter: https://twitter.com/churchAlmighty The Church of Almighty God Blog: https://en.blog.hidden-advent.org/ The Church of Almighty God Instagram: https://instagram.com/thechurchofalmightygod You are welcome to download the app of The Church of Almighty God. Google Play: https://play.google.com/store/apps/details?id=org.godfootsteps.thechurchofalmightygod App Store: https://itunes.apple.com/us/app/the-church-of-almighty-god/id1166298433 Email: [email protected] Gospel Hotline: +1-347-422-1980, +1-416-371-8825 Some of the material is from: FG LUT(https://filtergrade.com/free-cinematic-luts-video-editing/) By Filtergrade/CC BY 3.0(https://creativecommons.org/licenses/by/3.0/)
SigEp's Life After College: Dressing for Success
 
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Ron Ferguson, Stevens Tech Renaissance, is the Client Services and Events Manager for Brooks Brothers. Learn how to dress for success from his discussions at SigEp's Life After College. For the average student, securing their "dream job" right out of college is no easy task, but SigEp is giving brothers the power to take control of their post-collegiate lives. Life After College is a two-day leadership event designed to give you the life skills and career insights you need for post-collegiate success. Alumni, volunteers, local business leaders and human resource professionals will lead group coaching and one-on-one mentoring sessions. The weekend will wrap up with a SigEp-exclusive career fair where you’ll have the chance to put your networking skills into action, learn about specific industries and company cultures, and meet with potential employers.
SEIU 1021 SF City Members Angry At Proposed Pay Cuts-Push To  Meet DHR Director Callahan
 
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"We Can't Take It Anymore!" On Valentine's day February 14, 2013, hundreds of SEIU 1021 San Francisco city workers picketed the offices of Mayor Ed Lee's Department of Human Resources DHR run by union buster and privatizer Micki Callahan. After picketing and a rally the workers pushed their way into the building at 1 Van Ness and up the stairs despite the efforts of security guards to stop the delegation from visiting DHR director Callahan. Mayor Ed Lee and manager Callahan are seeking to cut the pay of many low paid workers who are women and minorities or "reverse pay equity, institute two tier wages while increasing the pay of executives as well as outsourcing city work. They also have sought to eliminate city wide seniority to use layoffs to remove senior workers and those workers that fight for union rights. SEIU members have already been taking concession on pensions and healthcare benefits pushed by the present union officials in past negotiations and many workers have lost their homes and are in dire straights. They also are having lower classification workers do higher paid classification work without equal pay for the work they do. There is also a bullying epidemic by managers and bosses against many SEIU 1021 members and other public union members in San Francisco. For more information go to: http://www.youtube.com/watch?v=do3H0rrrAFo&feature=youtu.be http://www.youtube.com/watch?v=QqYaz5Y3dpM Production of Labor Video Project www.laborvideo.org
Views: 655 laborvideo
Management Tips for First-Time Supervisors
 
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Being promoted to supervisor is a huge accomplishment and a milestone worthy of celebration. As you begin your new role, however, you’ll discover that supervisors face unique challenges and responsibilities. You’ll have new administrative tasks to accomplish, such as making sure you’re protected with a comprehensive Newtown Management Liability policy in case you’re accused of workplace wrongdoing. You also may discover it can be challenging transitioning from “coworker” to “supervisor.” Here are a few management tips for first-time supervisors to ease the transition. Don’t Be Afraid to Ask for Help Before you became a supervisor, you may have assumed that your then-supervisor had all the answers. The truth is, no one has all the answers. Effective leaders know where and how to find the answers. Learn to Delegate Being a supervisor comes with added responsibilities. You don’t have to do it all yourself, you just need to make sure it gets done. The best leaders know how to delegate. Those you delegate tasks to will probably appreciate your vote of confidence that you trust them enough to ask for their help. Discover How to Lead a Good Meeting We’ve all been involved in meetings that are unnecessarily long, disorganized and that lack focus. Meetings get a bad rap because many supervisors don’t take the time to learn what makes a good meeting. Some things that make meetings more productive, according to the Harvard Business Review, include assigning someone to take notes; pausing after each topic and making sure all attendees know how that topic was resolved and what their roles and deadlines will be; and assigning individuals to follow up on commitments made during the meeting. Additionally, to keep meetings short, make a rule that silence denotes agreement. This will cut down on unnecessary banter. Find a Confidant When you move into a supervisory role, your need to vent won’t go away. As a supervisor, it’s not appropriate to vent to those you supervise, as that will undermine your authority. Additionally, you’ll be privy to confidential information and will need to be careful about who you confide in. Identify a safe person with whom you can discuss your feelings and bounce ideas off of. That could be your spouse, a human resources employee, or another supervisor. One of the most important things you can do as a supervisor is to make sure your company is protected from accusations of workplace wrongdoing. Contact GMG Insurance today at (855) 407-4450 to learn why Management Liability Insurance is so important. http://www.gmgins.com/blog/management...
Richard Wolff: "Democracy at Work: A Cure for Capitalism" | Talks at Google
 
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Richard D. Wolff is Professor of Economics Emeritus, University of Massachusetts, Amherst where he taught economics from 1973 to 2008. He is currently a Visiting Professor in the Graduate Program in International Affairs of the New School University in New York City. He wrote Democracy at Work: A Cure for Capitalism and founded www.democracyatwork.info, a non-profit advocacy organization of the same name that promotes democratic workplaces as a key path to a stronger, democratic economic system. Professor Wolff discusses the economic dimensions of our lives, our jobs, our incomes, our debts, those of our children, and those looming down the road in his unique mixture of deep insight and dry humor. He presents current events and draws connections to the past to highlight the machinations of our global economy. He helps us to understand political and corporate policy, organization of labor, the distribution of goods and services, and challenges us to question some of the deepest foundations of our society. For more of his lectures, visit the Democracy at Work YouTube channel: https://www.youtube.com/user/democracyatwrk. Get the book here: https://goo.gl/XDxuDL
Views: 95555 Talks at Google
Work Place Bullying & Resolve
 
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BULLYING IS SYSTEMATIC & INSIDIOUS! Bullies deliberately disrespect their target and cross boundaries because their intentions are cruel & calculated and they enjoy watching and putting people in distress! Bullies at work bully because that is what they are best at hence, a new target is considered to be another notch under their belt. Also note, bullies consider the muppets who assist them with their cruel activity as pawns they can monopolize. This is clearly visible after they've been successful at undermining their target. The bully will often times direct their cruel energy towards one of their pawns until the adrenaline dissipates. They bully for : Power Work Place Fame Advancement To Undermine their coworker The work place bully, the bully in your personal life, or the bully at school do not care about conventional methods which includes: Respect, Integrity, Honesty, or Treat others as they would like to be treated simply because what they want to accomplish consists of disrespecting all boundaries including conventional methods. If you are bullied at work or anywhere and need help to overcome, regain your confidence and happiness, contact me at 973-855-2333 or [email protected] Most bullies are psychopaths and narcissists hence, they have to want to seek professional help.
Views: 2752 Every 1 Let's Talk
Why is the band U2 Michael Stallard's Favorite Manager?
 
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Michael Stallard's take on the question, "Who is your all-time favorite manager?" His answer: U2. Find out why! Organizations thrive when employees feel valued, the environment is energized, and high productivity and innovation are the norm. This requires a new kind of leader who fosters a culture of connection within the organization. Michael Lee Stallard’s Connection Culture provides a fresh way of thinking about leadership and offers recommendations for how to tap into the power of human connection. If you want to begin fostering a connection culture in your organization, this book is your game-changing opportunity. Stop undermining performance and take the first step toward change that will give your organization, your team, and all whom you lead a true competitive advantage. Inspiring and practical, this book challenges you to set the performance bar high and to keep reaching. In this book you will learn how to : • foster a connection culture • emulate best practices of connected workplaces like those at Pixar and Duke University’s men’s basketball team • boost vision, value, and voice within your organization. - - - - - - Subscribe to The “American Management Association“ Channel HERE: http://bit.ly/AMAYouTube Learn More About Training with The “American Management Association“ HERE: http://bit.ly/AMALearns Follow The “American Management Association“ on LinkedIn HERE: http://j.mp/LinkedInAMA Like "The “American Management Association“ on Facebook HERE: http://bit.ly/AMAFacebooks Follow The “American Management Association“ on Twitter HERE: http://bit.ly/AMATweets AMA Experience – Learning through doing. Discover how AMA’s experiential learning approach can provide you and your organization with engaging, inspiring, and interactive solutions. Learn More HERE: http://bit.ly/AMALearns Training Solutions for Individuals, Organizations and Government Agencies A VARIETY OF TRAINING OPTIONS AMA's assortment of leadership development and management training programs makes it easy for you to get the education results you need
Employer that Exercises Due Care Wins Harassment Suit
 
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Ever since the N.J. Supreme Court decided Lehmann v. Toys R Us in 1993, employers (and courts) have been guided by a consistent legal standard in determining their liability for the sexual harassment engaged in by supervisory employees. As set forth in Lehmann, such liability is based on well-established agency principles. Accordingly, to maintain a workplace free from harassment and to avoid liability, employers take strong and aggressive measures, including promulgating anti-harassment training polices and training employees, particularly supervisors, on how to prevent harassment from occurring. Generally speaking, to meet their duty of care owed to employees, employers must institute complaint procedures. As such, employees are required to use the complaint procedures available to them unless it would be futile to do so. But what happens when an employee does not bring harassment to the employer's attention and sues instead? In this first impression case, a N.J. appellate court holds that an employee's subjective apprehension of retaliation is insufficient to circumvent an employer's complaint procedures designed to insure the employer meets its duty of care to stop the harassment. In this case, a Senior Correction Officer at the Edna Mahan Correctional Facility for Women, contended that she was subject to unwelcome remarks an conduct of a sexual nature engaged in by her supervisor. According to the Officer, her supervisor made several inappropriate comments to her in October and November of 2009. She told another supervisor about the comments during this time period but he never reported this information to other superior officers or to the HR Department. At the end of November, the Officer simply told her supervisor to stop and his comments ceased. In January, 2010 another supervisory employee made a sexually offensive comment to the Officer. She immediately reported the incident to her union representative and to the captain, the highest-ranking officer. The captain immediately reported to the HR Department, and the Department liaison met with the Officer that day. Under the anti-harassment policy, the Officer was asked to write a report describing the incident and she refused, stating that she feared retaliation. Two days later, the Officer went out on a medical leave, returning approximately one year later, in December 2011. While the Officer was on her medical leave, the Correctional Facility interviewed 20 witnesses, including the Officer herself (in her attorney's office, as she had requested), and prepared a lengthy, written report that contained witness statements. Based on the investigation, the Correctional Facility found that there was no violation of the anti-harassment policy. Nevertheless, the Officer sued the Correctional Facility alleging that they allowed supervisors to harass her and that she could not provide a written report because she was fearful of retaliation. However, after discovery the trial court dismissed the Officer's complaint holding that the Correctional Facility had exercised "due care" in its policy, training, and investigation. A appellate court agreed, stating that the officer had not taken advantage of the anti-harassment policy because she refused to write a written report. The Court stated the Officer's "bare fear" of retaliation in not making a written report regarding the January comment did not make the complaint procedure less effective. Aguas v. State of New Jersey. Commentary: The N.J. Supreme Court has agreed to review this decision. The Employers Association of NJ has joined in. In its petition, EANJ states "Permitting employees to circumvent an employer's anti-harassment procedures without good cause would wreak havoc in every workplace in the state and undermine the core teaching of Lehmann, which is to create an incentive for both employers and employees to work together to maintain a harassment-free working environment." CLS Feb. 2014