Sentences with phrase «cultures resulted in»

This unparalleled mix of differing cultures resulted in a something special.

Overexpression of wild - type ACVR1 in chick micromass cultures resulted in expression levels of marker genes that are comparable to those of the empty viral vector, while cells overexpressing R206H ACVR1 showed upregulation of collagen type II and aggrecan.

The American Institute of Stress, for example, produced a study showing that an unstable culture results in an increase in voluntary turnover of almost 50 percent.

Western intuitive thinking would perceive that Confucian - heritage culture results in rote learning and low student achievement (Biggs, 1996).

Engaging theatrical explorations in writing, drawing, singing, dancing and improvisation, you will build Creative Classroom Cultures resulting in understanding Multiple Intelligences Theory and its applications to arts integrated curriculum.

VMSG's unique structure and culture results in a synergy between various specialties and provides a team approach of the best minds in each arena on every case.

Pode is visually inspired by Norwegian art and culture resulting in a stunning exploration game.

Prioritising culture results in empowerment and requires the recognition of our cultural differences.

Close observation of successful organizations during adversity found that those who believed in transformational leadership styles and a workforce with a transformative and evolved culture resulted in a boost in profits, highly - motivated employees and stronger organizational outcomes.

Not exact matches

Setting up a company and culture that allows people to do what they do best (Mastery), in the way that they think will bring about the best results (Autonomy) focused on something that is meaningful (Purpose) as part of group aligned in values (Connectedness) is what drives a great and powerful culture.»

It will show that the culture is tangible and can be translated into directives and actionable steps that result in success.

Here are a few considerations that I hope will help each of us to design and deliver a workplace that fits the way employees operate in the 21st century, and which will allow us to attract, connect, engage, and delight Millennial workers and optimize our company cultures for productivity, engagement, and results:

Part of our Top Company Cultures list, the medical staffing company invests heavily in its wellness initiatives, resulting in employees missing work less, being more productive and positive.

If a candidate makes it through a résumé screening and has survey results that suggest this person can fit into a role at Bridgewater, he or she then has a «life / culture» interview before possibly participating in a discussion group portion.

A new panel of judges evaluates the applicants in four areas: strategy (a vision and how that vision is communicated and managed); capability (does the company have the ability — the people, processes and systems — to execute); commitment (the engagement and alignment, the culture to execute); and financials, the numbers that prove the first three are driving results.

In addition to our remote work culture, open PTO, and compelling core values, our company attracts team players who are intellectually curious, resilient, innovative, and results - driven.

While it isn't easy to build this sort of high - performance culture, the results pay off in spades.

Creating a company culture that supports true connection among all team members means that people are more likely to take the type of risks that might result in a new hit product.

In the post «What Truly Great Bosses Believe» (excerpted from Business Without the Bullsh*t), I go through all eight of the core beliefs that tend to result in a corporate culture that is flexible and thus adapts more easily to changing conditionIn the post «What Truly Great Bosses Believe» (excerpted from Business Without the Bullsh*t), I go through all eight of the core beliefs that tend to result in a corporate culture that is flexible and thus adapts more easily to changing conditionin a corporate culture that is flexible and thus adapts more easily to changing conditions.

Developing a culture of appreciation and care can also result in a step change in effort and work quality.

Use the principles of Think Day 1, Lead With Culture and Act Quickly but Think Slowly to achieve 10X results in your business.

Setting up a proper break room signifies to employees that the company culture values break times, resulting in less fatigue and more a more productive workforce.

He said there is a «palpable imbalance in board representation, which is heavily weighted towards short - term results at the expense of product, culture and brand and longer - term corporate goals.»

But many companies fall significantly short in doing four things: (1) clearly defining their culture, (2) managing that culture, (3) aligning culture with strategy and desired results, and (4) leveraging culture during times of change.

It's hard to know whether it's the result of simply having less money or a shift in culture, but Millennials don't care about brands and status anywhere near as much as earlier generations.

A culture that prioritizes learning results in a workforce focused on continuous improvement.

In working with a professional services team they were self - congratulatory when the results of a team culture survey revealed they scored themselves off the charts in being perfecIn working with a professional services team they were self - congratulatory when the results of a team culture survey revealed they scored themselves off the charts in being perfecin being perfect.

Their current operating model resulted in good but not always great work and definitely not a culture of sharing nascent ideas.

In their book «Change the Culture, Change the Game» Roger Connors and Tom Smith provide tools for improving organizational culture to drive better rCulture, Change the Game» Roger Connors and Tom Smith provide tools for improving organizational culture to drive better rculture to drive better results.

When you create a culture of accountability, employees have less reason to use language that indicates blame or resentment, and results in a toxic workplace.

Buxton says the study's results point to a need for a culture shift in organizations toward a provision for greater flexibility and a change in mentality from a focus on congratulating those who burn the candle at both ends to an appreciation of the benefits of sleep.

Strong cultures are developing in their franchises as a result.

These results are a resounding slap in the face to corporate cultures that believe themselves to be a «meritocracy.»

An outsider can have difficulty fitting in and winning acceptance in an organization as complex as a bank, and new management styles can result in culture shock.

[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?

Here are how some of the best companies developed unique ways to communicate, in line with their company cultures, that resulted in significant innovations in how companies are designed and built today.

Human mind can produce superb results if we allow flexibility whether in terms of time, work culture, freedom of his own.

The union took aim at «a hyper - masculine industrial camp culture, which can result in increased risk of sexual harassment, assault, increased levels of violence against women in sex work and hitchhiking and increased levels of child care and gender inequity.»

But those have paled next to damaging allegations about a male - chauvinist company culture that resulted in CEO Travis Kalanick going on the hunt for a chief operating officer while former U.S. attorney general Eric Holder conducts an internal investigation.

Most notably, a blog post published by former site reliability engineer Susan Fowler in February describing a workplace culture that enabled rampant sexual harassment resulted in an internal investigation and the firing of more than 20 people.

• Revenue growth has stagnated • • The sales team is not producing expected results • • They want to improve sales culture and discipline • • They are engaged in a mega deal pursuit and need a win - strategy •

When banks and startups better understand the culture and pragmatic concerns of the other, we'll see a higher percentage of courtships result in real collaboration, bringing products and services to market that will ultimately result in better user experiences for bank customers.

Dr. Patti Fletcher is a leading advocate for women in business leadership and technology and an authority on how to create a culture of inclusion to drive real business results.

Whatever strategy is used to understand employee silence, the end result should be a culture which encourages the free flow of information and feedback resulting in higher employee engagement and organizational effectiveness.

NEW YORK (AP)-- The problems at Wells Fargo and its overly aggressive sales culture date back at least 15 years, and management had little interest in dealing with the issue until it spiraled out of control resulting in millions of accounts being opened fraudulently, according to an investigation by the company's board of directors.

In a business with a healthy Culture, you might see behaviours of Respect and Accountability, or of Reward and Recognition; in all cases like this staff want to work there and so will inevitably push harder for greater resultIn a business with a healthy Culture, you might see behaviours of Respect and Accountability, or of Reward and Recognition; in all cases like this staff want to work there and so will inevitably push harder for greater resultin all cases like this staff want to work there and so will inevitably push harder for greater results.

As mentioned, a recent legal probe exposed a work culture that is filled with problems such as sexual harassment and discrimination that resulted in the firing of 20 employees.

The right values and culture were not sufficiently embedded in JPMorgan's G10 spot FX trading business, which resulted in it acting in JPMorgan's own interests as described in this Notice, without proper regard for the interests of its clients, other market participants or the wider UK financial system.

«Responsibility remains so diffuse, and top executives so insulated,» Holder said in 2014, «that any misconduct could again be considered more a symptom of the institution's culture than a result of the willful actions of any single individual.»

The current culture in the VC industry results in 2.19 % of total venture dollars globally going to female - founded startups in 2016.