Search results “Human resources undermining manager”
Managing Difficult Employees
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: 108230 HR360Inc
Employees, Church Staff, Human Resources: When One Attempts to Undermine Authority
Is someone wanting your position at the workplace, in the family business or elsewhere? Are you planning to overthrow someone in authority? You might want to listen to this audio. Be blessed! Spread the love of Jesus! Resources for Christians in relationships, evangelizing, teaching, arts and crafts, etc. http://astore.amazon.com/christianrelationship-20 Nicholl is the author of the following books: Know Your Enemy: The Christian's Critic https://www.createspace.com/3437273 When Mothers Cry https://www.createspace.com/3393499 Laboring to Love Myself https://www.createspace.com/3401526 Laboring to Love an Abusive Mate https://www.createspace.com/3332346 Floral Beauty on a Dead End Street http://www.blurb.com/bookstore/detail/904839 Spiritual Poems By Nicholl http://www.blurb.com/bookstore/detail/3113926 -~-~~-~~~-~~-~- Please watch: "NM Enterprise 7 - The Interview on Writing and Speaking" https://www.youtube.com/watch?v=q6lhnP1kiTw -~-~~-~~~-~~-~-
How to Spot a Toxic Boss (Signs of a Bad Manager and a Terrible Leader)
If you liked this video, I recommend you watch: 1)How To Deal With A Toxic Boss - https://www.youtube.com/watch?v=YEVbRMNd8CQ 2)How To Live a Happy And a Healthy Life - https://www.youtube.com/watch?v=uvKFWWpPlMw 3)Signs You Worry Too Much About What Others Think - https://www.youtube.com/watch?v=8w-vhNVIMUk 4)Positive Thinking - How To Quickly Turn Negative Thoughts Into Positive - https://www.youtube.com/watch?v=RQl-yfMvb7E 5)Why We Should Be Happy At Work - https://www.youtube.com/watch?v=5vLbUSVIR48 6) How To Stop Caring What Others Think Of You - https://www.youtube.com/watch?v=oIva83S6tF8 7) Signs Your Job Interview Went Well - https://www.youtube.com/watch?v=pmQHamxpT7k 8) How To Ace a Phone Interview - https://www.youtube.com/watch?v=4Qf4QRgE2lc 9) Top Job Interview Questions and Answers: https://www.youtube.com/watch?v=fCMpDN7oG0M More than half employees list a bad manager as a top reason for quitting a job. Toxic leaders and rude micromanagers can ruin your life (professional and personal). You don't have to love your boss, but you shouldn't feel miserable at work because of your boss either. How to recognise toxic managers, bullies and a micromanaging boss? A difficult bosses who might turn your life into a living hell? I have also been under toxic and terrible management so I have made a list with Key Signs to help you to identify a Toxic Boss (rude, tyrant, problematic and impossible to work with). To help you make the right steps and get away from the toxic environment, toxic workplace and the abusive management with toxic energy. Staying with a destructive boss and in a toxic environment is unsafe for your well being and might lead you into a depression. In the next video we'll talk about the best ways to deal with a toxic manager, try resolving a problem with your boss and handle the toxic work environment. Run away from the toxicity, from all the negative energy, for the sake of your mental and physical health. This video gives a clear definition of a toxic boss, definition of a toxic manager and management. It also translates into Signs of a Bad Work Environment in general. Having gone through such experience will only make you grow even more and it's in your hands to turn it around, to find a work-life balance and to change your life for better. EMMOTION by Marat provides help and guidance for job interviews with and without job experience, for experienced professionals and project managers, recent graduates or students, adaptable generic examples. Learn to sell yourself during the job interviews, the key is knowing your strengths and your weaknesses, and being honest. EMMOTION by Marat creates content designed to inspire you to be the best you in many aspects of your life from fashion to travel, from career to professional identity. FOLLOW US ON: INSTAGRAM: https://www.instagram.com/emmotionbymarat/ LINKEDIN: https://www.linkedin.com/company/emmotion/ Facebook: https://www.facebook.com/Emmotion-524750164315248/ Instagram Elvina: https://www.instagram.com/el_it_/ Instagram Marat: https://www.instagram.com/style_signed/
Views: 50460 EMMOTION by Marat
How To Deal With Unfair Treatment At Work?
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: 21040 The Longo Firm
How To Discipline An Employee
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: 111372 Videojug
How to Deal with Unacceptable Employee Behavior
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
How To Deal with a Difficult Boss Corporate training sessions Video by Vivek Bindra India
To Attend a 4 hour Power Packed “Extreme Motivation & Peak Performance” Seminar of BOUNCE BACK SERIES, Call at +919310144443 or Visit https://bouncebackseries.com/ To attend upcoming LEADERSHIP FUNNEL PROGRAM, Call at +919810544443 or Visit https://vivekbindra.com/upcoming-programs/leadership-funnel-by-vivek-bindra.php Watch the Leadership funnel Program Testimonial Video, here at https://youtu.be/xNUysc5b0uI Follow our Official Facebook Page at https://facebook.com/DailyMotivationByVivekBindra/ and get updates of recent happenings, events, seminars, blog articles and daily motivation. VIDEO: Best Motivational Speaker in Delhi, India Are you feeling choked in your professional life ? Are you getting troubled with a difficult boss ? Are you dealing with a difficult boss ? Do you have a bully boss at work ? Are you working with a difficult boss ? Here is Super Motivational Video by Mr. Vivek Bindra on 6 Tips to - - How to Handle a Difficult Boss. - How to Deal With a Bully Boss - Learn How to talk to a difficult boss - How to deal with bad manager Best Motivational Speech ever seen. Mr Vivek Bindra - The most celebrated and awarded Corporate Trainer and Motivational Speaker in India. He has been regularly delivering his Management Seminars across industries for MNCs PSUs NGOs Institutions MLMs etc. across different locations in India such as Delhi, Mumbai, Chennai, Bangalore, Pune, Hyderabad, Kolkata, Raipur, Chandigarh, Gurgaon, Noida, Ahmedabad etc. Invite Mr. Vivek Bindra for your dealership meets Conferences, Events, Seminars, Business Lunch and other Corporate Events. High Power Motivation in both Hindi and English language. -~-~~-~~~-~~-~- Please watch: "3 Steps for Guaranteed Secret of Success Motivational Video in Hindi by Mr Vivek Bindra" https://www.youtube.com/watch?v=q_GanFLk45k -~-~~-~~~-~~-~-
Issues With Your Manager? Not Anymore! Decode Your Manager✓
✅Join me and 5,000 others at LIG so I can show you how you can transform your career. Registrations are now open again; https://goo.gl/Z95zVB Watch next: One Simple Talk That May Change Your Career and Life: https://youtu.be/R-PAfs_4un8 We’ve all been there; dealing with difficult, mean, demanding, micromanaging managers… The art of managing up. In this episode, I’ll first start with the type of common leadership types, then teach you how you can decode your manager and use it to your advantage. As always, I’ll share with you a story from my past and hopefully keep things very grounded for you. If you can just be patient for the first few minutes, the fun part will start. Welcome to this week’s video. We are going to talk about a critical factor in your career if you want to be successful, or in some cases just purely survive. This critical skill you need to develop is called managing your manager or managing your boss. First we are going to quickly go over the textbook Organizational Behaviour, the type of leaders and how you can manage them. Then, I will talk about particular tips to maximize your success and finally, we are going to talk about the outliers. The types that don’t necessarily fit in typical organizational behavior context but are extremely common to see. And as always, I am going to keep things very grounded, practical for you. I will share with you many examples from my own work history and show you how I dealt with various different managers I worked with in my 15-year career. I am very confident it’ll be another eye-opening video for you. Let’s start with textbook stuff. So, there are 4 major types of leadership styles; First is Dictatorial or Authoritarian Managers. Second is Laissez Faire Manager this means, the manager leaves his team do their own thing. These kind of managers are very hands-off. The third is the opposite of Laissez Faire. This 3rd group is called Control Freaks; these are the ones that seek unconditional commitment from their teams. They micromanage every action and decision. And lastly Fourth is Consultative Managers or as some call them democratic managers. Consultative managers typically ask for their team’s input for every single thing. This is from a typical organizational behavior textbook on leadership types. What I don’t agree with this is that in my 15-year career, 8 years in management consulting with 100s of clients, I have never seen a manager or a leader who fits in any of these categories 100% of the time. No manager or a leader is going to be 100% Dictatorial or 100% Consultative. In practice, managers are more like a mix of these 4 leadership styles; right? We are not homogenous beings nor our characters. ______________________________________________________________ Creative Commons — Attribution 3.0 Unported— CC BY 4.0 https://creativecommons.org/licenses/by/4.0/ Music by Nicolai Heidlas; Cosmo Discover Wings Queen of The Skies Paint it DJ Regard
Views: 25868 Deniz Sasal
How to conquer workplace discrimination when HR doesn't solve the problem | Alvin Hall
Read more at BigThink.com: Follow Big Think here: YouTube: http://goo.gl/CPTsV5 Facebook: https://www.facebook.com/BigThinkdotcom Twitter: https://twitter.com/bigthink
Views: 6801 Big Think
STOP Your Boss From Bullying You at work
How to stop bullying at work. A lot of bullying happens in the workplace. People take advantage of your need for a paycheck to start power-tripping over you. This is unacceptable. DO something about it My other bullying video: https://youtu.be/URuJBWbowyI VIDEO HIGHLIGHTS 0:39-1:56min - Effects go getting bullied at work. 1:57-3:44min - What to do when you get bullied at work? 3:45-13:25min - What to do so that you’ll not get bullied in any places you go. 12:26-17:06min - How to stop bullying? 17:07-19:39min - What happened when you STOP people from bullying you.
Views: 54430 Jad T Jones
Management tutorial: How to survive a bad boss | lynda.com
Is your boss making work difficult? In this tutorial, learn expert strategies for surviving, and even thriving, with a bad boss. Also, learn how to spot if your boss needs a "leadership tune-up." Watch more at http://www.lynda.com/Business-Business-Skills-tutorials/Management-Tips/126132-2.html?utm_campaign=Ua1LmjULtg4&utm_medium=social&utm_source=youtube-earned. This specific tutorial is from the Management Tips series presented by lynda.com author Todd Dewett. The complete series offers two management tips every week and shows how to improve communication, increase motivation, deal with conflict, and build positive relationships.
Views: 90232 LinkedIn Learning
How to deal with a bad boss
Chris Wragge and Erica Hill speak with Matt Titus about bad bosses and how best to deal with them.
Views: 127196 CBS
How to handle it when a coworker tries to make you look bad
This happens a lot, and it's almost like you are a bulls eye from the moment you arrive. How to handle these types...
Views: 60376 Marie Dubuque
Is It Ever OK To Go Over Your Boss’s Head
► ► Subscribe to My Channel Here https://www.youtube.com/c/CameronMorrissey Transcript: Hi there, and thanks for joining me today. If you’re passionate about your work, and I trust that you are if you’re tuning into this video, then there are going to be times where you disagree with a course of action or something that’s going on in your operation, and you’re tempted to go over your boss’s head. Today I wanted to discuss when that’s OK and when that’s not OK. The first thing that you want to do in this is you want to take a temperature check of the culture of leadership and whether this is something that’s going to go over, for all practical purposes. The first question to ask is, “Do you know your boss’s boss?” How well do you know them? Do they know your name? Do they know what department you’re from? That sort of thing. That will determine the success of whether this endeavor works at all. If you’re a stranger and you just pop into their office, they are far less likely to listen to what you have to say. So that’s the first thing to do. The second thing is to actually kind of do a temperature check on your boss, and how open they are to criticism, how secure they are in their position, that sort of thing. And the way to do that is to look back on how the conversations have gone when you’ve given them negative feedback, when you’ve disagreed with their decisions. Do they react emotionally, or do they react cerebrally and try to discuss it that way? How they react to you in giving feedback is only going to be magnified if they get feedback from their boss on you. So take a look at that. If they are very secure. If they think things through. Then they might be very open to that way of feedback. So check with your boss to see how they, and check whether you have a relationship with your boss’s boss, before you go forward with any of these discussions. Now, the three areas this comes in most often as far as wanting to go over your boss’s head is when you disagree with the decisions, when you feel like your boss is setting a toxic culture or the wrong culture in the organization, or when there’s legal issues that come into play. The first one where you have an obligation to go over your boss’s head is when there are legal issues, safety issues, hyper-important issues that need to be addressed. In those cases you have a responsibility to the organization to bring it to the attention of HR or you boss’s boss if any of those things are taking place. Now what you want to do when you do that is you want to be specific, you need to bring specifics in regards to safety, harassment, legal issues, that sort of thing. And it’s also very good to bring along another person along with you. That way your boss’s boss or HR knows that it’s not some sort of personal vendetta against your superior, that it is really just something that is for the benefit of the organization. That’s the time where you go over your boss’s head. In the cases of decisions and culture, it’s almost never a good idea to go over your boss’s head. The reason is it generally reflects poorly on you. The ability to convey your thoughts and convince people of your position is a leadership trait. If you go over your boss’s head and start discussing how you haven’t been able to get through to your boss on this, this reflects just as poorly on you and your negotiating abilities and your ability to communicate and bring consensus to everybody. In regards to culture, your boss’s boss is just as likely to have set the culture tone as your boss has. So in this case you might criticizing the very person who came up with the culture that you disagree with. But it really should be, if you decide to go over your boss’s head, you know I applaud the courage on this one, you want to lead with solutions. You don’t want to lead with the problem, you want to give the solution as much as possible. And utilize this as an exercise as much as possible in getting your point across and communicating well. Those are the times where if you can go over your boss’s head you can demonstrate the leadership qualities and hopefully cancel out the negative effects of it. But it’s a very tough thing to go over your boss’s head, I don’t recommend it in almost any instance, but there are times where it’s appropriate and necessary for the organization. I hope I was able to help you out a little bit with that tough question today. Thanks so much.
Views: 871 Cameron Morrissey
How to Deal with a Difficult Boss - Dealing with a Bully Boss
http://www.howdini.com/howdini-video-6618946.html How to Deal with a Difficult Boss - Dealing with a Bully Boss How do you deal with a difficult boss? Do you try to stay "under the radar" or work twice as hard to impress? Is it even possible to please your boss, and if it's not, how the heck are you supposed to handle the situation? Career consultant Maggie Mistal has some tips for dealing with a difficult boss.
Views: 243824 Howdini
Nurse Bullying: How to Keep a Toxic Coworker From Ruining Your Career
I think we can all agree that toxic co-workers lead to a toxic work environment. But what do we do about it? In this episode of Coffee & Conversations About Nurse Bullying, I’ll tell you 3 strategies to protect yourself from a toxic coworker. While we can’t control other people’s actions, there are several techniques you can use to keep yourself from losing it while maintaining your work productivity. The majority of these things are based on mental strategy, making them unusually helpful because they rely on you and you alone. Although it can be difficult to be the bigger person 100% of the time, keeping your cool is always in the best interest of your career, and these strategies will help you do just that. DON’T TAKE IT PERSONALLY It’s easy to let a toxic co-worker lead you down the path of sadness for hours or even days after their disruptive - or sometimes downright mean - behavior, but it’s important to resist that temptation. Instead, remind yourself that the problem lies within them; not you. I remember working with a nurse who always seemed to find fault in EVERYTHING I did! I used to go home beating myself up and wondering if I had what it took to be a good nurse. Finally, one day a wise older physician saw how she treated me. He pulled me aside and told me to NEVER let a toxic person bring me to tears or make me feel badly about myself. I took his advice and stopped taking her ridiculous criticism personally. SPEAK UP Let that person know that it’s not okay to treat you that way. Use powerful scripting techniques such as, “I’m offended by that comment” or “It’s not okay to talk to me that way.” The key is to say something. They say silience is golden. But when dealing with bad behavior, silence isn’t golden, it’s an agreement! WALK AWAY Unfortunately, there are plenty of toxic people that aren’t reprimanded despite the circumstances. Babs Ryan, author of America's Corporate Brain Drain, says you may have just one option in the end. "If you work with a toxic coworker, your only choice may be to leave as quickly as possible -- especially if the company supports that bully repeatedly and has already exited several of the bully's targets." If you’ve done everything in your power to not allow a toxic co-worker to get to you, including involving Human Resources, but haven’t had any luck, it’s probably time to walk away. Life truly is too short to live it around people with no respect for themselves or others. I know first hand how difficult it can be dealing with someone who has no desire to be a positive human, or even behave appropriately. If this is something you’ve struggled with it may be time to step outside of the box and begin celebrating nursing again! As an international speaker and consultant Dr. Renee Thompson tackles the professional challenges facing healthcare leaders today. With 26 years as a clinical nurse, nurse educator, and nurse executive, Dr. Thompson is a thought leader on creating a healthy workforce by eradicating workplace bullying. She hosts an award winning blog and is the author of several popular books on bullying and professional development. Renee works with healthcare organizations that want to eradicate bullying and incivility. Got a question or situation you'd like Renee to answer in this series? Put it in the comments below or contact her on her website www.reneethompsonspeaks.com.
Views: 1203 Renee Thompson
Performance Reviews | Performance Evaluations & Appraisal
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: 116496 Turn Key Doc
SHRM & Employers endorse H.R. 1406
Chris Hayes gives his take on the Republicans attempt to undermine the 40-hour work week, H.R. 1406 -- endorsed by SHRM.
My Boss Is Toxic At Work... What Should I Do?
Visit: http://simpleprogrammer.com/ I'm Stuck in a Toxic Work Environment, What Do I Do?: https://www.youtube.com/watch?v=aaoAiaT8s0I Soft Skills Book: http://simpleprogrammer.com/softskills My Boss Is Toxic At Work... What Should I Do? I work at a company. My boss sucks and that is the truth. What should I do? Most people get stuck in a work with a toxic boss. It's an enviroment that holds you back from growing and gets you in a place of anxiety and demotivation. So, what should you do in cases like that? How should you approach the fact that your boss is a toxic person and how should you proceed? Should you quit your job? Should you stay in your job and confront your boss? Watch this video and find out! If you have a question, email me at [email protected] If you liked this video, share, like and, of course, subscribe! Subscribe To My YouTube Channel: http://bit.ly/1zPTNLT Visit Simple Programmer Website: http://simpleprogrammer.com/ Connect with me on social media: Facebook: https://www.facebook.com/SimpleProgrammer Twitter: https://twitter.com/jsonmez Other Links: Sign up for the Simple Programmer Newsletter: http://simpleprogrammer.com/email Simple Programmer blog: http://simpleprogrammer.com/blog Learn how to learn anything quickly: http://10stepstolearn.com Boost your career now: http://devcareerboost.com
Views: 21842 Bulldog Mindset
These are the signs that your boss secretly hates you
We all want to be liked at work, especially by our bosses. These are the people who make decisions regarding our promotions and pay raises, formally review our performances, and as a result, could play a significant role in our overall happiness and success. So if they don't like you, you'll want to know so you can try to turn things around. However, that's not always so easy. -------------------------------------------------- Follow BI Video on Twitter: http://bit.ly/1oS68Zs Follow BI on Facebook: http://bit.ly/1W9Lk0n Read more: http://www.businessinsider.com/ -------------------------------------------------- Business Insider is the fastest growing business news site in the US. Our mission: to tell you all you need to know about the big world around you. The BI Video team focuses on technology, strategy and science with an emphasis on unique storytelling and data that appeals to the next generation of leaders – the digital generation.
Views: 33663 Business Insider
Why It Is Important To Manage Resources?
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
Presence - Attribute of a Successful Program Manager
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: 2253 SEBA Solutions
Iran's legendary modern art collection | DW Documentary (Arts documentary)
An extensive modern art collection, including works by Warhol, Pollock and Kandinsky, was put together by Iranian ex-Empress Farah Diba in Tehran, Iran. For the moment, at least, this documentary may be the only way to view the legendary art collection in the depths of the Tehran Museum of Contemporary Art (TMoCA). Some forty years ago, under the patronage of the Iranian empress Farah Pahlavi, the country purchased a gigantic collection of modern and contemporary art for the Tehran museum, including works by Jackson Pollock, Andy Warhol, Wassily Kandinsky, Paul Gauguin and Francis Bacon. At the opening on 18 October 1976, the Empress’s 38th birthday, avant-garde performance artists danced along the museum’s underground spiral walkway. A tiny elite celebrated modernism - in a country where 45 percent of the population was illiterate. After the Islamic Revolution toppled the Shah in 1979 non-Islamic artworks were banned. Artists and intellectuals fled the country. But the art treasures remained, still guarded today by the museum’s former driver. According to Kamran Diba, the architect and founding director of TMoCA, the collection mirrors the complex and fascinating relationship between Iran and the West. In 2016 the collection was supposed to be shown in Berlin’s Gemäldegalerie. Frank-Walter Steinmeier, German Foreign Minister at the time, had championed the planned exhibition and Iran initially agreed to the cultural exchange. The idea was for not only Andy Warhol and Francis Bacon to go on display in Berlin, but also well-known Iranian artists such as the sculptor Parviz Tanavoli. But the Iranian authorities refused to allow the collection acquired by Farah Pahlavi to leave the country, and the cooperation contract between the museums was cancelled. The debate over the planned exhibition in Berlin brought much to the surface in Iran: the mistrust many Iranian artists feel toward the system of the Islamic Republic and their search for their own identity. _______ DW Documentary gives you knowledge beyond the headlines. Watch high-class documentaries from German broadcasters and international production companies. Meet intriguing people, travel to distant lands, get a look behind the complexities of daily life and build a deeper understanding of current affairs and global events. Subscribe and explore the world around you with DW Documentary. Subscribe to DW Documentary: https://www.youtube.com/channel/UCW39zufHfsuGgpLviKh297Q?sub_confirmation=1# For more documentaries visit: http://www.dw.com/en/tv/docfilm/s-3610 Instagram https://www.instagram.com/dwdocumentary/ Facebook: https://www.facebook.com/dw.stories DW netiquette policy: http://www.dw.com/en/dws-netiquette-policy/a-5300954
Views: 9898 DW Documentary
Leaders: Document Observations and Issues
There are two main reasons that leaders should document observations, questions and issues: Provide back up for any disciplinary actions. Ensure employee questions and issues get addressed and closed out. It isn't uncommon for supervisors to rush to the HR department with an employee issue and want to provide disciplinary action only to discover that HR's hands are tied because the supervisor didn't do a good job of documenting the previous behaviors or performance issues. Leaders who rely only on their memory run the risk of accidentally forgetting to close out an employee concern. Over time, this missed follow-up erodes trust and risks employees doubting that the leader will get answers to questions and issues resolved. You need to document observations regularly. Documenting allows you to follow up with employee questions or concerns and support your position in disciplinary actions. The last thing you want is to have a history of events in your “mental notes,” but have no written observations to support your concerns. When an employee brings a question or issue to the supervisor and hears the promise, “I’ll get back to you,” or, “Leave it with me,” they are expecting the leader to get back to them with an answer or resolution. Even the most well-meaning leader can get themselves into trouble by relying solely on their memory. That’s why, when you're approached by a team member with a question or a concern that you cannot address in that moment, it’s important to write it down.  If you neglect to do this, you run the risk of forgetting about the details, and perhaps forgetting to follow up at all. When this happens, it can undermine your credibility and the team member’s trust in you. There are important elements to keep in mind when documenting so that details aren’t missed and to ensure your notes are as useful as possible. Always note the date and time of your observations or notetaking. This will help you accurately document a timeline of events when necessary. Keep your notes in a notebook. Paper is easy to lose, you might throw it out, or you might forget the context of the standalone notes. Record the action steps the employee and/or you will be taking to rectify the issue. What’s one of your best practices for documenting important events or situations?
Conflict Resolution
Conflict Resolution - http://www.resolutionofconflict.com.au/ Learn how to resolve your conflict now. Visit our site for three free interactive video lessons. This video shows how the Conflict Resolution Model works. Conflict, and the resentment it breeds, massively undermines relationship at all levels.
Views: 815583 BreakthruInMarketing
Undermining Staying Power: The Role of Unhelpful Management Theories  Case Solution & Analysis
https://www.thecasesolutions.com This Case Is About Undermining Staying Power: The Role of Unhelpful Management Theories Case Solution and Analysis Get Your Undermining Staying Power: The Role of Unhelpful Management Theories Case Solution at TheCaseSolution.com https://www.thecasesolutions.com/undermining-staying-power-the-role-of-unhelpful-management-theories-2-55518
TOP 20 Henry Mintzberg Quotes
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: 38 Quotefancy
What Is A Micro Manager?
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
Private sector undermines BBBEE's purpose - Masina
Government says its tightening legislation around fronting within Broad-Based Black Economic Empowerment. Some companies are putting black employees as stakeholders, sometimes without their knowledge in order to get higher BEE ranking. The Trade and Industry Department and the BBBEE Commissioner are hosting a conference in Midrand, Johannesburg. Liabo Setho spoke to Deputy Minister of Trade and Industry Mzwandile Masina. He says there were good intentions in 2003 when the BBBEE was inacted, but the private sector undermined its purpose. For more News visit: http://www.sabc.co.za/news
Views: 165 SABC Digital News
How to resolve workplace conflict - In a nutshell
How to resolve workplace conflict, In a nutshell - expert advice from John Hind at Compass Resolution - http://in.a-nut.sh/CompassResolution Don't miss new In a nutshell videos... subscribe by clicking here: http://www.youtube.com/subscription_center?add_user=BEInaNutshell Find out more about this video... Workplace and Family conflict and stress accounts for billions of pounds of lost revenue every year and a great deal of unhappiness. The good news is that much of this can be avoided but the question is of course, how. To start with, conflict in the workplace, at home or anywhere for that matter, is perfectly normal. Arguments take place every day and are resolved every day. It is not conflict itself that is damaging but conflict, which remains unresolved. So what can we do about this? In this video, I will focus on 4 core human concerns which are at the heart of most arguments and unresolved conflict. Using this information, you simply need to apply what I will call, a lense and, a lever approach. First, identify which core concerns are at play, the lense or analysis stage and Second, do something positive which stimulates a positive emotion, the lever. These core concerns are, the need for Appreciation, the need for Affiliation, the need for Autonomy, and the need for Status. Appreciation -If someone is feeling unappreciated do something to make them feel more appreciated. This might simply involve some positive acknowledgement confirming that you understand their concerns Affiliation - If someone doesn't feel part of the team, do something positive that gives them a better sense of belonging. Autonomy - If someone feels that their views are not respected find ways to include them more in the decision making process. And finally, Status - if someone feels that their role at work is being undermined, which is so often connected with a person's sense of identity, focus on that. Find ways to recognise them and their achievements. Now, it may well be that more than one or indeed, all of these areas of concern, are affected but, If you can have an open, honest discussion with that person, understand what is underlying any of the 4 core concerns being expressed; Appreciation, Affiliation, Autonomy and Status, you can do something about them. Good luck and thanks for watching. John Hind Compass Resolution http://www.compass-resolution.co.uk [email protected] @CompResNet 01392 848482 ........................................ CONNECT WITH BITPOD Facebook - https://www.facebook.com/bitpod Twitter - https://twitter.com/bitpod_uk Pinterest - http://pinterest.com/bitpod/ Linkedin - http://www.linkedin.com/company/bitpod Bitpod - http://www.bitpod.co.uk SUBSCRIBE TO OUR CHANNELS http://www.youtube.com/subscription_center?add_user=BEInaNutshell http://www.youtube.com/subscription_center?add_user=bitpod
Views: 30855 In a Nutshell
Breaking News - HR manager reveals the main mistakes people are making
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: 6 US Femail
The Games People Play - Bully Bosses
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: 96562 TheGamesPeoplePlay
Do You Have the Qualities that Make a Great Manager?
If you want to be a good boss you need to focus on solutions, not problems, said executive coach Mary Mills in her presentation, "For New Managers: How to Be a 'Good Boss'" at the 2012 Silicon Valley Code Camp at Foothill College in Los Altos, California. Mills began the discussion by going over the well-known five social and survival dimensions for employees and their boss, better known by the acronym, SCARF. Here's a summary of the acronym and the varied dimensions that range from threat (low) to reward (high). To be a good boss you want to move away from the dimensions where people feel threatened and towards reward. • Status: Relative. This is where an employee perceives their status in the organization. Threat is lower pecking order, relative importance, position of power, and pain. All are a threat to your status. The reward is when you get increased status. • Certainty: Future. It's the boss' ability to predict the future. Team communications is key. Must be able to explain what you're doing and how it fits into the big picture of the project, product, and/or organization. If you can't do this, employees get uncomfortable. Threat is uncertain future, negative body language, ambiguity, and energy sink. Reward is when you offer clear expectations, a clear vision, a pat on the back, eye contact, and even a smile. • Autonomy: Control. Your ability to make decisions. If you threaten, this is where micromanaging comes in. Employees don't have autonomy and it's demoralizing. Threat is lack of control and micromanagement. Reward is when bosses delegate, trust, support, and encourage. • Relatedness: Sense of safety. Employees can feel threatened when they feel unsafe with others, people are unknown, they're often foes, and you can't trust them. Reward is when the boss builds trust across the team-in person or virtually. The boss shows empathy and they engage. • Fairness: Exchanges. Threat is when the boss plays favorites, takes credit for employees' work, demonstrates inequity, and employees are aware of unfair competition and compensation. Reward is when the boss has integrity, they accept blame, treat people fairly, and are transparent. As a boss, the level of action you take will either support or undermine employees' perceived levels of Status, Certainty, Autonomy, Relatedness, and Fairness. Dice.com celebrates everything that makes a career in technology great. Dice connects tech talent with the companies who are looking to hire. Dice, the Career Hub for tech, is the leading job site for technology professionals. Dice.com has thousands of tech jobs, tech news and career advice and a community of tech professionals.
Views: 1500 Dice
6 Value Leaks That Can Undermine Your Shared Service Center Initiative- IT Convergence
For years, 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. Along, the way, we have identified a number of common “Value Leaks” – pitfalls that present potential roadblocks to realizing the value of major business transformation initiatives. Bill Moorehouse, our VP of Marketing & Sales has written the "6 Value Leaks That Can Undermine Your Shared Service Center Initiative" blog (Link to the blog when Belen uploads it) where he describes the main "Value Leaks" most organizations share when undergoing a major transformational project, this blog is part of our campaign "Maximize the Value of your Shared Service Center" where over the course of the next few months we will be offering a series of free webcasts and helpful resources that will center on the Shared Service Center’s needs, challenges and solutions. 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: 192 ITConvergenceMKT
Tony Robbins: How to Turn Knowledge Into Action ( Tony Robbins Motivation )
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: 73945 Other Live
Management Tips for First-Time Supervisors
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...
Wall Street and Main Street: Dilemmas for management strategy
This event was recorded at the British Academy on 2 March 2017 Speaker: Professor Rosemary Batt, Cornell University Chaired by: Professor Colin Mayer CBE FBA, University of Oxford Financial factors have increasingly influenced business strategy, and in turn, the organization of work and human resource management. By sharpening a focus on short-term shareholder returns, they encourage the outsourcing of work, substitution of technology for labour, and minimization of long-term employment relations. This approach undermines organizational capabilities and investments in human capital designed to produce innovation, sustainable advantage, and employment stability. This event explores a range of alternatives designed to rebuild patient capital and create a longer term strategy for organizational innovation and competitiveness – one that can balance the needs of many stakeholders while building sustainable economies. About the speaker: Rosemary Batt is the Alice Hanson Cook Professor of Women and Work at the ILR School, Cornell University. She received her BA from Cornell University and her Ph.D. from MIT. Her current research focuses on financialization and globalization and their impact on firm behavior, HR management, and employment relations.
KTVU 2: Cupids & 500 City Workers attempt to deliver a Valentine Card To SF's Human Resources Dept.
San Francisco City workers and their cupid-costumed coworkers and allies rallied at the Department of Human Resources to defend 'Pay Equity' for women and people of color in San Francisco. SAN FRANCISCO--(Feb. 14, 2013): Over five hundred SEIU Local 1021 San Francisco City Workers, some in cupid-inspired costumes, attempted to deliver, a Valentines Day Card to the Human Resources Head after a noon time rally. SF Vice President Larry Bradshaw told 810 KGO Radio: "We were trying to deliver a valentines to the Human Resources Department Manager which says don't be heartless with these pay cuts." Also on the valentine: Rescind a proposal to cut wages to classifications populated by women and people of color. City workers in 44 classifications—from legal secretaries and pay roll clerks to licensed vocational nurses, custodians and child support workers are being targeted for a wage cut. At the rally, Local 1021 members and their allies flooded the public sidewalks at HR Building caring heart-shaped signs and picket signs reading "Equal Pay for Equal Work," and "Wage Cuts to Low Wage Earners is Heartless." Some City Workers and allies marched inside the HR Building, asking to honor pay equity in San Francisco. San Francisco's HR Administrators are marching towards implementing a far-reaching plan to undermine 'Pay Equity', a civil rights victory won in the 80's for women and people of color. Back then, SF Mayor Dianne Feinstein implemented Pay Equity laws correcting decades of discriminatory wage disparities in city government. Pay Equity is still a problem nationwide, and now SF's DHR wants to undermine laws aimed to fix a problem plagued by the rest of nation. City workers were joined by Supervisor John Avalos and community allies from (a partial list) ACCE, APRI, Jobs With Justice. "These cuts are targeting the lowest paid workers such as: nursing assistants, payroll clerks and custodians. Three decades ago, those same classifications were victims of wide wage disparities, that 'Pay Equity' laws were aimed to fix. We shouldn't turn back the clock," said Laguna Honda Certified Nurse Julie Roso Rosa, who holds a job classification that could be affected if DHR's plan is implemented.
Views: 189 Carlos Rivera
Law Weekly: Corruption Undermines Human Rights Protection  PT1
A Lawyer, Scholar and Legal Adviser in Amnesty International's Secretariat in London, Mr. Kolawole Olaniyan speaks on the link between corruption and the African Regional Human Rights System.
Views: 148 Channels Television
FICCI | Strengthening the Partnership between India & the UAE
Mr. Tariq Chauhan, Group CEO, EFS Facilities Services Group speaking at FICCI Conference in Dubai, hosted by Ministry of Skilled Labour & Entrepreneurship, India and Ministry of Human Resources & Emaratization, UAE quotes “Training costs are long term developmental costs and must not be undermined by any short term commercial considerations”.
More companies changing office policies after #MeToo
More companies changing office policies after #MeToo -- Jennifer Auh reports
Views: 22522 News 5 Cleveland
Greening the Desert II
This half hour video documents the ongoing work of Permaculture Gurus, Geoff and Nadia Lawton, in the Dead Sea Valley. It begins with the famous original 'Greening the Desert' five minute video clip, and then continues into Part II, a 2009 update to the 2001 original. You'll get to see and learn about the original Greening the Desert site and see some of the spin-off effects of its influence throughout Jordan. When there’s no soil, no water, no shade, and where the sun beats down on you to the tune of over 50°C (122°F), the word ‘poverty’ begins to take on a whole new meaning. It is distinct and surreal. It’s a land of dust, flies, intense heat and almost complete dependency on supply lines outside of ones control. This is the remains of what was once called the ‘fertile crescent’. It is the result of thousands of years of abuse. It is a glimpse at a world where the environment – whose services provide for all human need – has all but completely abandoned us. This is a glimpse at the world our consumer society is inexorably moving towards, as our exponential-growth culture gorges itself at ever-increasing rates. The original Greening the Desert video clip has been watched hundreds of thousands of times and has been posted to countless blogs and web pages in the datasphere. Although only five minutes long, it has inspired people around the globe, daring the lucid ones amongst us, those who can see the writing on the wall, to begin to hope and believe in an abundant future – a future where our survival doesn’t have to be based on undermining and depleting the very resources of soil, water, phosphorus, etc. that we depend on. The work profiled in that clip demonstrates that humanity can be a positive element within the biosphere. Man doesn’t have to destroy. Man can repair. For more information visit: http://permaculturenews.org/2009/12/11/greening-the-desert-ii-final/
Views: 17040 Permaculturenews
What Is A Temporary Part Time Job?
If you take a job at retail store that's hiring additional sales clerks for few weeks surrounding the holidays, are temporary part time jobs 1 10 of 1453 now in new york, ny. Temporary and part time jobs are going to kill the global economy full temporary employee make extra money with a job aarp. Temporary part time jobs, employment in new york, ny temporary houston, tx columbus, oh and jobs for retirees. If it's related to your career goals or industry, describe it just. Part time work teampeople. In some instances, temporary workers receive benefits (such as health insurance), but usually are only given to permanent employees a cost cutting measure by the employer save money. Jun 7, 2012 this will maximize the value of employee, help them complete their job and immerse in company culture. Opportunities range from data analyst, accountants, human resources professionals, customer service representatives to management positions. Ensuring that employee classifications, payroll and training are done correctly with help your company, will get the most out of part time, seasonal temporary hires. Employers post jobs to multiple sites sep 28, 2012 according a recent mckinsey global institute survey, 58. That means sometimes jul 29, 2016 we've built a comprehensive guide outlining all seven employee types. Jobs 1 10 of 870 temporary part time jobs available in columbus, oh on indeed, the world's largest job site workers may work full or depending individual situation. Scenario 1 bridal jewelers needs a careercast helps job seekers find job, create resume, get email alerts, read career news and best rankings. Not all temporary employees we are the best retirement jobs resource on internet, and aim to help find excellent part time for retirees, boomers seniors may 10, 2013 consequences of current unemployment situation be felt decades eventually undermining financial stability. What makes someone an employee? We've outlined the difference between part time and temporary workers. Most companies will directly hire part time employees people who work can be employed on either a permanent or temporary basis, while fewer than 35 hours week, meeting the bls's definition of worker. Service associate, referral coordinator, front desk agent and more!. Part time or temporary worker employee independent careercast & part network. We have been successful in creating some job sharing situations,' says michael lynch, president of the des moines office temporary employment agency manpower. College assistant, activity temporary seasonal office help and more on indeed jobs 1 10 of 599 part time available in houston, tx. How to include part time and temporary work on a resume. Workers not familiar with this however, you can be either permanent or temporary. If you are including part time roles on your resume, can choose how much to write about them. The threat to stability has become a grave concern enough so that in radical strategy shift, the international monetary fund
What is SUSTAINABLE DEVELOPMENT? What does SUSTAINABLE DEVELOPMENT mean? SUSTAINABLE DEVELOPMENT meaning - SUSTAINABLE DEVELOPMENT definition - SUSTAINABLE DEVELOPMENT explanation. Source: Wikipedia.org article, adapted under https://creativecommons.org/licenses/by-sa/3.0/ license. Sustainable development is a process for meeting human development goals while sustaining the ability of natural systems to continue to provide the natural resources and ecosystem services upon which the economy and society depends. While the modern concept of sustainable development is derived most strongly from the 1987 Brundtland Report, it is rooted in earlier ideas about sustainable forest management and twentieth century environmental concerns. As the concept developed, it has shifted to focus more on economic development, social development and environmental protection. Sustainable development is the organizing principle for sustaining finite resources necessary to provide for the needs of future generations of life on the planet. It is a process that envisions a desirable future state for human societies in which living conditions and resource-use continue to meet human needs without undermining the "integrity, stability and beauty" of natural biotic systems. Sustainability can be defined as the practice of maintaining processes of productivity indefinitely—natural or human made—by replacing resources used with resources of equal or greater value without degrading or endangering natural biotic systems. Sustainable development ties together concern for the carrying capacity of natural systems with the social, political, and economic challenges faced by humanity. Sustainability science is the study of the concepts of sustainable development and environmental science. There is an additional focus on the present generations' responsibility to regenerate, maintain and improve planetary resources for use by future generations. Sustainable development has its roots in ideas about sustainable forest management which were developed in Europe during the seventeenth and eighteenth centuries. In response to a growing awareness of the depletion of timber resources in England, John Evelyn argued that "sowing and planting of trees had to be regarded as a national duty of every landowner, in order to stop the destructive over-exploitation of natural resources" in his 1662 essay Sylva. In 1713 Hans Carl von Carlowitz, a senior mining administrator in the service of Elector Frederick Augustus I of Saxony published Sylvicultura oeconomica, a 400-page work on forestry. Building upon the ideas of Evelyn and French minister Jean-Baptiste Colbert, von Carlowitz developed the concept of managing forests for sustained yield. His work influenced others, including Alexander von Humboldt and Georg Ludwig Hartig, eventually leading to the development of a science of forestry. This in turn influenced people like Gifford Pinchot, first head of the US Forest Service, whose approach to forest management was driven by the idea of wise use of resources, and Aldo Leopold whose land ethic was influential in the development of the environmental movement in the 1960s. Following the publication of Rachel Carson's Silent Spring in 1962, the developing environmental movement drew attention to the relationship between economic growth and development and environmental degradation. Kenneth E. Boulding in his influential 1966 essay The Economics of the Coming Spaceship Earth identified the need for the economic system to fit itself to the ecological system with its limited pools of resources. One of the first uses of the term sustainable in the contemporary sense was by the Club of Rome in 1972 in its classic report on the Limits to Growth, written by a group of scientists led by Dennis and Donella Meadows of the Massachusetts Institute of Technology. Describing the desirable "state of global equilibrium", the authors wrote: "We are searching for a model output that represents a world system that is sustainable without sudden and uncontrolled collapse and capable of satisfying the basic material requirements of all of its people."
Views: 18856 The Audiopedia
What your employer doesn't want you to know (in animated Gifs)
A new study by Elizabeth Tippett of the University of Oregon School of Law finds that timekeeping software for managing employee hours could undermine compliance with wage and hour laws. The study, “When Timekeeping Software Undermines Compliance,” is published in the Yale Journal of Law and Technology and is co-authored by Charlotte S. Alexander of Georgia State University, and Zev Eigen of Littler Mendelson.
Glocent Overview - Compensation Management
In today's dynamic corporate world, managing incentive programs is a daunting task. Accurate and effective sales transaction analysis is vital to proper accounting and sales force motivation. While virtually every business employs some element of variable pay to motivate its sales force, a misdirected incentive management program will quickly, and often secretly, undermine a company's bottom line. Glocent is a global application designed to streamline, and bring transparency to, the incentive compensation management (ICM) process. In addition to uncovering critical sales transaction intelligence for company strategists, Glocent simplifies incentive management with an easy to use, web-based, program that aligns the sales force with the organization's business objectives.
Views: 1233 GlocentInc
Yuval Noah Harari: "21 Lessons for the 21st Century" | Talks at Google
Yuval Noah Harari, macro-historian, Professor, best-selling author of "Sapiens" and "Homo Deus," and one of the world's most innovative and exciting thinkers, discusses his newest work, "21 Lessons for the 21st Century." Described as a “truly mind-expanding” journey through today’s most pressing issues, "21 Lessons for the 21st Century" reminds us to maintain our collective focus in the midst of dizzying and disorienting change. Moderated by Wilson White. Get the book: https://goo.gl/yRWFLN
Views: 29643 Talks at Google
Maximize the Value of your HR Shared Service Center- IT Convergence
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: 96 ITConvergenceMKT
Capital in the Twenty-First Century
The French economist Thomas Piketty (Paris School of Economics) discussed his new book, Capital in the Twenty-First Century at the Graduate Center. In this landmark work, Piketty argues that the main driver of inequality—the tendency of returns on capital to exceed the rate of economic growth—threatens to generate extreme inequalities that stir discontent and undermine democratic values. He calls for political action and policy intervention. Joseph Stiglitz (Columbia University), Paul Krugman (Princeton University), and Steven Durlauf (University of Wisconsin--Madison) participated in a panel moderated by LIS Senior Scholar Branko Milanovic. The event was introduced by LIS Director Janet Gornick, professor of political science and sociology at the Graduate Center. Cosponsored by the Luxembourg Income Study Center and the Advanced Research Collaborative.