Sentences with phrase «business culture based»

Dev shares some key insights about what makes companies great and how a business culture based on empathy brings the best out in people.

Released this fall, his book Weology: How Everybody Wins When We Comes Before Me, outlines his leadership philosophy, which focuses on creating a positive business culture based on transparency, equality and collaboration.

Not exact matches

The decision will be based on the nature of the work, your business culture, what you can afford and perhaps, most importantly, government rules.

In order to move away from recruiting and hiring based on intuition, businesses should add third party testing, do group interviews and consider company culture.

«Angling for co-worker positions based on better pay, higher clout or more accolades is a recipe for wasted business energy and aggressive behavior that doesn't translate to a higher yield, faster turnaround or a better workplace culture,» Smartt says.

Quite apart from the fact that Silvercorp is a Canadian - based corporation with Canadian senior management (not to mention mineral assets in Canada) and is already audited annually by Ernst & Young, Feng disputes the characterization of China's business culture as lacking transparency.

«Sarbanes - Oxley did a lot to codify protections for whistleblowers, but it didn't really change the general culture or behavior at companies,» says Andrew Sherman, a partner at Dickstein Shapiro Morin & Oshinsky, a Washington - based law firm focused on small - business issues.

«We expect management to aggressively pursue incremental high - margin business based upon the railroad's new low - cost footprint, innovative new service offerings and a reinvigorated culture of success,» he wrote.

It was a service - based business, so we had to hire quickly, train quickly and try to get people into the culture quickly.

Done right, culture should serve as a promise to your employees and your customers on how you approach your business and go beyond telling a great story to helping inform how employees actually behave on a daily basis.

She covers how company culture, diversity, and relationship - based marketing helps businesses create remarkable customer experiences that get them the customers they want and keep them coming back for more.

A jury of high - profile Canadian business leaders selects 10 finalists and one winning company based on the following criteria: innovation, market development, people and culture, strategic leadership, and improvements in financial measures.

The rankings are based on everything from business performance to company culture to diversity.

Basing your business in this global industry cluster brings enormous advantages: Network effects, economies of scale, access to the world's best talent, deep pools of capital, a rich ecosystem of resources and know - how for both startups and mature companies, a nurturing entrepreneurial culture, infectious energy, and strong trust relationships that make the impossible possible.

The Nestlé Corporate Business Principles (pdf, 1Mb) shape the way we do business and form the basis of our culture andBusiness Principles (pdf, 1Mb) shape the way we do business and form the basis of our culture andbusiness and form the basis of our culture and values.

Five Star painting is redefining the interior and exterior painting business in North America with a values - based business culture that takes customer service to its highest level.

Meaningful exchanges with other cultures will always be based on the careful development of international business relationships on a personal level.

Like Yale's Stephen Carter in The Culture of Disbelief (a book Clinton has promoted on several occasions), Clinton sometimes seems to suggest that it is fine for religiously based views to be aired in the public square, so long as they don't seriously impinge upon the business of governing.

Although the basis of their successful businesses does not, so far as I can tell, have any special connection to African or Afro - American culture, its separateness allows them to maintain their separatist identity in other ways.

Time for some brutal honesty... this team, as it stands, is in no better position to compete next season than they were 12 months ago, minus the fact that some fans have been easily snowed by the acquisition of Lacazette, the free transfer LB and the release of Sanogo... if you look at the facts carefully you will see a team that still has far more questions than answers... to better show what I mean by this statement I will briefly discuss the current state of affairs on a position - by - position basis... in goal we have 4 potential candidates, but in reality we have only 1 option with any real future and somehow he's the only one we have actively tried to get rid of for years because he and his father were a little too involved on social media and he got caught smoking (funny how people still defend Wiltshire under the same and far worse circumstances)... you would think we would want to keep any goaltender that Juventus had interest in, as they seem to have a pretty good history when it comes to that position... as far as the defenders on our current roster there are only a few individuals whom have the skill and / or youth worthy of our time and / or investment, as such we should get rid of anyone who doesn't meet those simple requirements, which means we should get rid of DeBouchy, Gibbs, Gabriel, Mertz and loan out Chambers to see if last seasons foray with Middlesborough was an anomaly or a prediction of things to come... some fans have lamented wildly about the return of Mertz to the starting lineup due to his FA Cup performance but these sort of pie in the sky meanderings are indicative of what's wrong with this club and it's wishy - washy fan - base... in addition to these moves the club should aggressively pursue the acquisition of dominant and mobile CB to stabilize an all too fragile defensive group that has self - destructed on numerous occasions over the past 5 seasons... moving forward and building on our need to re-establish our once dominant presence throughout the middle of the park we need to target a CDM then do whatever it takes to get that player into the fold without any of the usual nickel and diming we have become famous for (this kind of ruthless haggling has cost us numerous special players and certainly can't help make the player in question feel good about the way their future potential employer feels about them)... in order for us to become dominant again we need to be strong up the middle again from Goalkeeper to CB to DM to ACM to striker, like we did in our most glorious years before and during Wenger's reign... with this in mind, if we want Ozil to be that dominant attacking midfielder we can't keep leaving him exposed to constant ridicule about his lack of defensive prowess and provide him with the proper players in the final third... he was never a good defensive player in Real or with the German National squad and they certainly didn't suffer as a result of his presence on the pitch... as for the rest of the midfield the blame falls squarely in the hands of Wenger and Gazidis, the fact that Ramsey, Ox, Sanchez and even Ozil were allowed to regularly start when none of the aforementioned had more than a year left under contract is criminal for a club of this size and financial might... the fact that we could find money for Walcott and Xhaka, who weren't even guaranteed starters, means that our whole business model needs a complete overhaul... for me it's time to get rid of some serious deadweight, even if it means selling them below what you believe their market value is just to simply right this ship and change the stagnant culture that currently exists... this means saying goodbye to Wiltshire, Elneny, Carzola, Walcott and Ramsey... everyone, minus Elneny, have spent just as much time on the training table as on the field of play, which would be manageable if they weren't so inconsistent from a performance standpoint (excluding Carzola, who is like the recent version of Rosicky — too bad, both will be deeply missed)... in their places we need to bring in some proven performers with no history of injuries... up front, although I do like the possibilities that a player like Lacazette presents, the fact that we had to wait so many years to acquire some true quality at the striker position falls once again squarely at the feet of Wenger... this issue highlights the ultimate scam being perpetrated by this club since the arrival of Kroenke: pretend your a small market club when it comes to making purchases but milk your fans like a big market club when it comes to ticket prices and merchandising... I believe the reason why Wenger hasn't pursued someone of Henry's quality, minus a fairly inexpensive RVP, was that he knew that they would demand players of a similar ilk to be brought on board and that wasn't possible when the business model was that of a «selling» club... does it really make sense that we could only make a cheeky bid for Suarez, or that we couldn't get Higuain over the line when he was being offered up for half the price he eventually went to Juve for, or that we've only paid any interest to strikers who were clearly not going to press their current teams to let them go to Arsenal like Benzema or Cavani... just part of the facade that finally came crashing down when Sanchez finally called their bluff... the fact remains that no one wants to win more than Sanchez, including Wenger, and although I don't agree with everything that he has done off the field, I would much rather have Alexis front and center than a manager who has clearly bought into the Kroenke model in large part due to the fact that his enormous ego suggests that only he could accomplish great things without breaking the bank... unfortunately that isn't possible anymore as the game has changed quite dramatically in the last 15 years, which has left a largely complacent and complicit Wenger on the outside looking in... so don't blame those players who demanded more and were left wanting... don't blame those fans who have tried desperately to raise awareness for several years when cracks began to appear... place the blame at the feet of those who were well aware all along of the potential pitfalls of just such a plan but continued to follow it even when it was no longer a financial necessity, like it ever really was...

Science's Business Office commissioned Senn - Delaney Culture Diagnostics & Measurement to conduct the web - based survey.

They said a societal dependence on interpersonal connections instead of rules for conducting business is partly to blame and called for the creation of a «healthy research culture» such that «new funds are distributed based on merit.»

• But definitions of what exactly constitutes business casual dress can vary based on factors like your company, climate, and culture.

When leadership becomes an exercise in maintaining (and advancing) our position, we fail to nourish school cultures based on creativity, openness, and comfort with ambiguity — qualities defining many leading - edge businesses that still seem scarce in the world of education.

Schools report into local municipalities, who supplement resources; the traditional culture, including a deep Lutheran cultural imprint, underlines a pragmatic and prudent design disposition; universities assure a reliable professional base, imprinting research centrally within teacher development; and the business community voice assures vocational linkages, with the national government setting a generalized core curricular frame, the main plaza in which each sector interacts.

Many scholars consider such market - based reform trends to be threats to the democratic culture that schools were once championed for creating., Scholars suggest that rather than building a democratic culture, such policies support business interests in lieu of citizenship.

Diversion Publishing is an innovative New York City - based publisher with a deep list of almost 700 fiction and non-fiction titles including romance, science fiction, mystery, suspense, business, sports, pop culture and history genres.

FREZes benefit publishers, authors, and software companies because they are paid through a merit - based business model, but it also benefits end users by exposing them to more culture, information, and educational content.

One51's also overhauled its structure, pushing operating functions down to its business divisions, and reducing central headcount & costs — promoting a more performance - based culture throughout the company, and a more dispassionate perspective towards potential future divisional investments & divestments.

As for key - man risk, see my Owner - Operators paragraph above: Neil Record's already in a Chairman role (i.e. he's already stepped back from day - to - day management), senior execs have a very long average tenure, there are no star traders, the company specifically hires young & trains up its employees in the business / culture, and frankly they'd never win a pension mandate in the first place based solely on a single employee or two.

More than 100 German dealers, led by Berlin - based dealer Michael Haas, have signed an open letter they plan to send to Minister of Culture, saying that the bill could destroy their businesses.

Circle Culture, led by Johann Haehling von Lanzenauer and co-owned by his Hamburg - based business partner Dirk Staudinger, has always had an ability to look beyond the boundaries of genre and convention to spot innovative art.

Over the past seven years, his Miami - based company, Gapingvoid, has amassed a Fortune 500 — studded client list including Intel, VW, Dell, SAP, Hewlett Packard, and Cisco, which most recently brought him on for a culture change «intervention» around a still - secret new business initiative.

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clean energy innovation improving consumer choice and affordability more efficient use of energy deeper penetration of renewable energy resources wider deployment of «distributed» energy resources micro grids roof - top solar on - site power supplies and storage promote markets advanced energy management enhance demand elasticity and efficiencies empower customers more choice 50 % of its electricity from renewable resources by 2030 business as usual bad public policy clean energy's economic and environmental potential the power industry was headed for trouble rising utility bills growing customer dissatisfaction socially unjust clean energy economy haves - and - have - nots change in culture business model for the whole system moves the electric industry away from a monopoly, top - down and incentive driven system governed by the market emphasizes distributed energy a distributed system platform market exchange microgrids solar energy efficiency distributed energy resources compete to serve the grid pro-consumer pro-innovation markets - based more affordable resilient capital efficiencies encouraging more distributed energy demand response energy efficiency

Based on what you know about their businesses, legal needs, and stated expectations for their law firms, which culture would they select for your firm?

In some businesses, social media plays an important role in the day - to - day corporate culture (e.g., wikis and blogs for building in - house knowledge bases, or following tends).

Empirically, it is based on the rapid increase in transnational2 interaction (both business and personal) and the resulting development of increasingly complex and increasingly frequent legal problems that raise transnational legal issues as well.3 Normatively, it rests on the view that legal education has an affirmative obligation to expose students to other nations, cultures, and legal systems.4 Legal educators now widely agree that American law schools need to do more to bring international and foreign law prominently into the law school curriculum.

He is familiar with the specific legal and business cultures across Francophone Africa and has extensive experience of French - based legal systems.

At that time the internal view was that, based on size and scale, TSO could become a publishing market leader in more than ten sectors including business and professional, science, education, culture and heritage and public sector.

Current global human resource trends show that work culture is becoming a focal point for many businesses and that companies are hiring based on a candidate's personality as much as their skills and experience.

Superb Recruitment Agency based in Southend, lovely team of people with great work environment Agency with fabulous reputation, very low staff turn - over, hiring due to increase in business due to continued success Non KPI culture, working in a team to achieve targets and offer first class client service.

Denise Felder, a Minneapolis - based career adviser who works with individuals and employers to close opportunity gaps in education and employment, also recommends researching business blogs or other online resources (Glassdoor, LinkedIn) to learn how those who currently work, or have previously worked, for the company align with the company culture and values.

About Blog CSI specializes in helping organizations develop meaningful business metrics, create culture of true accountability and improve communication within the organization deploying a business methodology called Process Based Leadership ®.

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The Company Multi sector specialist recruitment firm Offices in all major UK cities Blue chip client base Organic growth policy Trainee Recruitment Consultant development scheme Multi award winners Remuneration & Benefits: Basic Salary # 20k Uncapped bonus scheme Trainee Recruitment Consultant Training Programme 3 Holiday Incentives per year Car Scheme Incentives Meritocratic Culture The Candidate Graduate (min 2.2 in any subject) Commercially aware with a strong desire to succeed in the recruitment industry Excellent communication skills both written and verbal Good listening skills Positive personality, confident and a real people person Ambitious Organised and goal orientated Previous sales experience is a slight advantage but not necessary The role of a Trainee Recruitment Consultant Sales and business development Negotiate terms of business and offers of employment Recruitment of skilled candidates - Assess skills & qualities Coach candidates for interviews Attend client meeting Manage existing client accounts Apply!

Construction Recruitment Consultant - Melbourne, Australia Basic salary from $ 70 - $ 80kAUD based on experience OTE up to $ 150kAUD in first year alone Boutique, non-micro managed business owned by large corporate Quirky culture, down to earth and hard working Central Melbourne location in the heart of Fitzroy...

Sales Recruitment Consultant - Melbourne, Australia Basic salary from $ 70 - $ 80kAUD based on experience OTE up to $ 150kAUD in first year alone Boutique, non-micro managed business owned by large corporate Quirky culture, down to earth and hard working Central Melbourne location in the heart of Fitzroy...

HR Recruitment Consultant - Melbourne, Australia Basic salary from $ 70 - $ 80kAUD based on experience OTE up to $ 150kAUD in first year alone Boutique, non-micro managed business owned by large corporate Quirky culture, down to earth and hard working Central Melbourne location in the heart of Fitzroy Our...

Sales Recruitment Consultant - Melbourne, Australia Basic salary from $ 70 - $ 80kAUD based on experience OTE up to $ 150kAUD in first year alone Boutique, non-micro managed business owned by large corporate Quirky culture, down to earth and hard working Central Melbourne location in the heart of Fitzroy Our...