Sentences with phrase «change the organization of»

An introduction to structural family therapy, an approach that seeks to change the organization of the family.

This answer mentions some interesting points about elected MPs being unable to change the organization of the EU as a whole due to structural restrictions, but most of it is really just criticizing the eurosceptics themselves or euroscepticism as a concept.

We also corroborated that changing the organization of buffets, supermarkets and the other environments where people come across food can contribute to people eating more healthily,» said Associate Professor Federico J. A. Perez - Cueto from the Department of Food Science at the University of Copenhagen, Denmark.

Under Rivera's leadership, the Rochester district has set up a series of early college schools with higher education partners and has changed the organization of many elementary schools from neighborhood to magnet schools.

Under Rivera's leadership, the district set up a series of early college schools with higher education partners and has changed the organization of many elementary schools from neighborhood to magnet schools.

Nonetheless, they make a persuasive case that «policies that promote such competition are much more likely to raise schooling performance than policies that increase schooling quality and do not change the organization of schools.»

You should think about how the content of your resume can make you stand out without changing the organization of information.

Second order change happens when clients are able to change the organization of the system by being aware of the process of their interaction and how that process is organized into a pattern, and how that pattern keeps them limited.

Not exact matches

The organization added that Bloomberg would make extra funds available to the UN Climate Change Secretariat if the U.S. continued to «fail to pay its share of the UN climate budget in 2019.»

So, why do a small number of individuals and organizations consistently thrive in conditions of rapid change while so many more attain a certain level of success only to get stuck in a rut?

Symbolic workplace changes are critical at the top of organizations if you are serious about inclusion.

Maling says he actually would have everyone in his organization handle business development instead of one person, but growth patterns can change that need dependent upon the industry and the organization.

Having already suffered significant legal penalties, SNC - Lavalin has engaged in a process of reforming itself, making internal changes that (hopefully) will change the organization's character and make it less likely to offend in future.

Holly serves as the chair of the organization, and is also the founder and trustee of the non-profit Big Change.

But regardless of which side you lean toward, there are entrepreneurs leading the way in social impact, people like Joshua Schukman, founder of Social Change Nation, an organization focused on bringing together entrepreneurs from around the world who are making an impact while still making a profit.

This important duty also includes the creation and maintenance of a change program, which allows the organization to respond to evolving outside and internal influences.

«When employees perceived that their company was ethical, their knowledge improved and their attitudes changed as a result of the harassment prevention training... they take it seriously because they think that the organization is taking it seriously.»

-- Laleh Alemzadeh - Hancock, CEO of Belapemo, a professional services company specializing in operational excellence, change management and leadership development for individuals, Fortune 500 executives, government agencies, not - for - profit organizations, athletes and veterans.

Automation will fundamentally change the nature of organizations.

As a speaker, consultant, and executive coach to Fortune 500 companies and beyond, Glenn guides leaders and organizations to embrace a new type of thinking that helps them evolve and stay ahead of the rapid changes in the workplace and marketplace to drive growth.

Self - service business intelligence is the new wave of BI innovation that is changing the way organizations leverage data for decision making.

The New York Times issued a cease - and - desist letter to HuffPo, arguing the name violates its trademark and demanded the rival news organization «change the name of the blog to something original.»

The challenge for managers will be to identify where automation could transform their organizations, and then figure out where to unlock value, given the cost of replacing human labor with machines and the complexity of adapting business processes to a changed workplace.

In an essay for Time earlier this year, Jay - Z announced that he would be donating to organizations like Color of Change and Southerners on the New Ground to advocate for the release of jailed fathers who have not been convicted of a crime but are unable to afford bail.

Seventy percent of respondents told pollsters that if they felt a practice needed to be adjusted, they would candidly approach decision - makers within their organization if they felt their views would be welcomed and the company was willing to change these practices.

Democratic candidate Hillary Clinton said this week that the Academy's changes are «overdue» and that the organization «has to catch up with our reality» in terms of representing diverse perspectives.

Business definition of transformation in an organizational context as «a process of profound and radical change that orients an organization in a new direction and takes it to an entirely different level of effectiveness.»

As these changes continue to shape the future of big data and business intelligence, organizations will be faced with the challenge of deciding what technologies, and what providers, make the most sense for their operations.

A different study found that roughly 75 percent of all employees leave their organization when changing roles.

You've probably even heard of Big Hairy Audacious Goals (BHAGs)-- those lofty, compelling goals used to incite major change, typically in organizations.

«We changed the things we believed were important to the consumer, but we did not change any of the things that were the essence of the organization.

«To get the full change to happen, we probably need not only greater representation of women, but we need to see also a cultural shift in organizations that really places greater value on gender equity in the workplace, and makes it more legitimate and acceptable for women to lend a helping hand to other women in the work place.»

«Social entrepreneurs are people who look at society and see the big problems and see innovative solutions that are permanent and can change the fabric of society,» says Dr. Lyndon Haviland, interim CEO for Darkness to Light, a non-profit organization tasked with preventing the sexual abuse of children.

The alleged violation of our electoral system might not immediately change US policy on cyber espionage, but it will certainly change the way organizations approach and respond to the immediate threat.

The point is that when you encounter a crisis, it primes your organization to go through major changes it might not otherwise be capable of making.

And that is a key reason many successful organizations are changing «head of human resources» to «chief people officer,» «chief happiness officer» and «mood coordinator.»

I believe that the best leaders never waste a good crisis because it affords you the chance to make the kind of large wholesale changes you organization needs that you've also been putting off for too long.

From the Industrial Age to the rise of the globally integrated enterprise, every new era has been driven by a fundamental change in how organizations relate to the world.

McKinsey noted that one of the most powerful ways to communicate and ride the waves of change is for the organization to have a clear and shared «change story».

A more nimble and adaptive organization is better suited for successfully navigating the murky waters of change.

They're «the dreamers, visionaries, megalomaniacs, and arrogant sons - of - bitches» whose businesses «change lives and do more to lift thousands out of poverty than most government programs or nongovernmental organizations.»

«We have a housing shortage, and a large group of people who don't want more housing — often people who already have secure housing, and who get richer if there is a shortage,» says Daniel Oleksiuk, a member of Abundant Housing Vancouver, an organization that advocates for changing zoning practices to build more multi-unit housing.

When meaningful conversations are part of the way an organization manages, work cultures change.

It is a strategy for analyzing and leveraging the positive aspects of an organization's culture and using those elements to drive change.

In a survey of executives from 91 companies with revenue greater than $ 1 billion across more than 20 industries, Innosight asked: «What is your organization's biggest obstacle to transform in response to market change and disruption?»

The book's purpose is twofold: to explain how notions of leadership have changed in recent decades (with flat organizations, a more democratic world and individual - empowering technology, leaders — surprise — are not as powerful as they used to be), and to expose the faults — and propose some fixes — for her own industry.

The first thing that's changed is that Consumer Internet and Genomics are Driving Innovation at scale In the 1950's and» 60's U.S. Defense and Intelligence organizations drove the pace of innovation in Silicon Valley by providing research and development dollars to universities, and defense companies built weapons systems that used the Valley's first microwave devices and semiconductor components.

Yet the measured and thoughtful Lechem is unequivocal about his organization's status as an agent of change.

How a change in the organization will impact the individuals on the team is what will be on top of everyone's mind.

But it can change the mood - or your sense of guilt - if the goal is to actually help this person find the kind of job and organization where they will truly become engaged and successful over the long haul.