Sentences with phrase «culture of people who»

Theirs is a culture of people who are passionate about their work and the company and who value enthusiasm, success and open communication For further details please contact The Recruitment Team at Ashley Associates Recruitment to Recruitment Specialist.

Take a guided tour of the local Sasak village to learn about the history and culture of these people who have long lived on the slopes of Mt Rinjani.

You'll boost technology adoption and create a culture of people who celebrate the change that takes your company forward.

Culture of people who choose to enjoy started dating online an active member of free.

We have created a culture of people who pay attention and care about what's happening out there in the plant.

I think there's this whole culture of people who are trying to help God out, who are trying to be good looking for God.

This is the language of the culture of people who persecuted and bullied my family and me.

Probably no sacred book has been more influential, not alone upon the religion derived from it, but upon the total culture of the people who embrace the faith, than the Koran.

Do you have a culture of people who A. share a set of values, B. have very clear responsibilities, and C. perform?

Bootstrappers attract other bootstrappers and that creates a culture of people who are passionate, patient, and love running businesses they are proud of.

And more aspects of the culture of the peoples who looked to Rome as their religious center than of that of the former «barbarians» who had Constantinople as their religious capital bore the impress of Christianity.

We want that culture to be matched up with the culture of the person who's the applicant.»

Two, there are entire cultures of people who live their entire lives in the cold, and I don't mean they live in a house with heating.

Not exact matches

Dig Deeper: The 10 Best Slogans of All Time How to Create a Company Philosophy: Hire People Who Match the Culture Understandably, many companies don't think about their principles until they start making hires.

Instead, make it a story about the culture of innovation and the many people who have sustained it; giving others role models and the license to have something to strive for.

It really is a place for creative, motivated people who want good food, good music, good culture and a lot of like - minded people.»

A culture is a living thing, powered by and kept up to date by the people who are encouraged to be, in a meaningful way, part of it.

Do the people who are the living embodiment of your culture know it?

«Parker didn't want some kind of big - company, corporate - type person who wouldn't fit in with the culture.

For this reason, take steps to ensure that you only employ people who genuinely enjoy interacting with those around them and help foster a culture of transparency and directness in the process.

There is much to be said for the person who can be modest when interacting with others, especially in a culture that overvalues extroversion as a form of charm or confidence.

I'm proud of the team environment and culture we've built: great people who make great decisions and make great things happen.

In a 2013 survey, 82 % of people who make hiring decisions felt culture fit was important in the hiring process; 59 % had rejected candidates who didn't fit in.

Over time others were drawn to the area by the presence of family or friends or simply by people who shared a common language and culture.

At the end of the day, it's really important to hire people who contribute to the culture in a positive way.

As a person who implements software, it helps me in advance to know the culture and personalities of the people I'll be intimately working with so I know whether or not to include a bottle — or three — of Jack Daniels in my budget.

The 35 % of people who said they didn't have any close relationships at work may be doing themselves a disservice as 54 % of employers think strong work relationships improve company culture.

But it's HR professionals who guide and grow a company culture, encourage career development and analyze the important «people» data coming out of the tech a company uses.

«The most lasting way I've found to nurture the spirit of innovation is to hire people who hate to fail, and build a culture that picks people up, dusts them off, and encourages them to try again when failure occurs,» she advises.

If you're hiring people to fit into what's actually an unscrupulous, harassment - ridden «bro culture,» odds are you'll be alienating many prospective employees who don't fit into the demographic boxes of young, white, and male — or those who simply prefer to work in a more professional environment.

Employees at Bain & Company, a global management consulting firm headquartered in Boston, rave about its «incredible culture» and its «incredible people [who display] a mix of intelligence but also humility that you don't find at other top consulting firms.»

Company culture is shaped by every single person who is a part of the organization.

From larger, more established startups like Valve to newer ones like Treehouse, getting rid of managers who boss people around is a deliberate tactic to build the kind of culture that pushes forward creativity and collaboration, with everyone leading rather than following.

There are three key attributes of people who thrive in our company culture: being nice, being self - directed and communicating well.

David MacNeal is the author of «Bugged: The Insects Who Rule the World and the People Obsessed with Them» and a journalist exploring the fringes of science, technology and culture.

The reality is that culture should help identify people who would be a great fit at your organization but also help folks who might not be a great fit filter out of the application process.

An effective employee sales strategy helps organizations find the best candidates — people who are a good match for the culture, can successfully meet the demands of the job and are more likely to excel in the organization.

[16:00] Pain + reflection = progress [16:30] Creating a meritocracy to draw the best out of everybody [18:30] How to raise your probability of being right [18:50] Why we are conditioned to need to be right [19:30] The neuroscience factor [19:50] The habitual and environmental factor [20:20] How to get to the other side [21:20] Great collective decision - making [21:50] The 5 things you need to be successful [21:55] Create audacious goals [22:15] Why you need problems [22:25] Diagnose the problems to determine the root causes [22:50] Determine the design for what you will do about the root causes [23:00] Decide to work with people who are strong where you are weak [23:15] Push through to results [23:20] The loop of success [24:15] Ray's new instinctual approach to failure [24:40] Tony's ritual after every event [25:30] The review that changed Ray's outlook on leadership [27:30] Creating new policies based on fairness and truth [28:00] What people are missing about Ray's culture [29:30] Creating meaningful work and meaningful relationships [30:15] The importance of radical honesty [30:50] Thoughtful disagreement [32:10] Why it was the relationships that changed Ray's life [33:10] Ray's biggest weakness and how he overcame it [34:30] The jungle metaphor [36:00] The dot collector — deciding what to listen to [40:15] The wanting of meritocratic decision - making [41:40] How to see bubbles and busts [42:40] Productivity [43:00] Where we are in the cycle [43:40] What the Fed will do [44:05] We are late in the long - term debt cycle [44:30] Long - term debt is going to be squeezing us [45:00] We have 2 economies [45:30] This year is very similar to 1937 [46:10] The top tenth of the top 1 % of wealth = bottom 90 % combined [46:25] How this creates populism [47:00] The economy for the bottom 60 % isn't growing [48:20] If you look at averages, the country is in a bind [49:10] What are the overarching principles that bind us together?

Michael said it is important to have local Chinese people in your company who can interact with the government and who understand the ins and outs of the business culture.

On an anecdotal level, a disproportionate number of the people on our BNN TV show The Disruptors are immigrants or second - generation immigrants who exemplify a culture of entrepreneurship and are hungry to get ahead.

Fildebrandt said such action «feeds a growing culture of disrespect of people who chose to dedicate their lives to public service.»

From blaming the victim to the way lyrics which glorify rape and smacking or killing your «bitch» seem to go unnoticed by people who should be in an uproar about it, to the ridiculously light sentences handed out to perpetrators of rape and even murder of a woman or child, our culture is tacitly condoning this mind - set by their very silence.

The funny thing about people saying their faith isn't shaken is that these are the same people who will often look at other natural disasters in foreign countries and say God is punishing these people, or that something bad happened because of some aspect of the culture that God disapproves of.

In order for our witness to mean anything to ourselves, our kids, or anyone who might darken our doors, we have to think about the culture we live in and what makes it particularly hostile to orthodox belief — as well as ways in which people around us might be uniquely susceptible to aspects of our faith that are true.

Or... you can put asside your prophecies of doom & gloom, praying and hoping for God to smite all the yellow, black & brown people who don't believe the way you do anyway, and attempt to make peace with your neighbors, not by converting them at swordpoint, but accepting them and learning about their cultures and traditions and give them as much respect as you want them to show you.

The moment that I set myself up as the «victim» of «journalism shaming,» not only do I take something away from people who have truly been victimized, but I add to the momentum of false victimhood culture while ignoring the words of Jesus about turning the other cheek.

But for us, I think Jonathan and I suffered from many of the patterns of our culture that separate from the poor or the marginalized or people who look different from us.

Fundamentalism uses the culture, rituals, sacraments, texts, language, and metaphors and allusions and symbols (verbal, visual, musical, etc.) of religion in blind adherence to a dogma as defined and interpreted by a person or group who is self - aggregating and self - justifying raw personal power for the sole purpose of controlling the lives of others.

Besides, he seems to have plenty of people who have up close and personal experiences with what the purity culture teaches and what it does, to glean insight from.

This would mean, by logical standards, that the people who did move to the Western Hemisphere would have had to have abandoned their culture, their tools, and even their god, for there is no record of monotheism in the Western Hemisphere.