Sentences with phrase «how culture values»

Not exact matches

Dig Deeper: Nolan Bushnell on Games and Parties in Company Culture How to Create a Company Philosophy: Fixing a Broken Company Culture As a company grows, it's possible for the leadership or the employees to lose sight of the founding values.

In our culture that values the «stuff» we can see and measure, like how many awards, titles, fancy cars, and you know, fill in the rest of the goodies that map success, we often forget to factor in the price of well - being and rich relationships.

How about in your corporate culture or business values?

See tips below on how to show your employees you value them and create a healthy work culture at your company.

Our instant - gratification culture means you need to respond quickly, provide value and let customers decide how and when to start the conversation.

This open office tour reveals how design can embody a company's values and foster a positive work culture.

Your company's values, how you treat each other, your clients, and stakeholders, and a healthy work culture are more important than the business strategies you execute.

The question is — how can CEOs and leaders achieve the efficiencies of a rules - based culture while leveraging the flexibility and openness of a values - based culture?

Whether it's relating to our technology, our processes, our franchisee support, or how we implement our company values, our culture never accepts that we are good enough, and that is what makes us a great company.»

Reviews include employees» opinions on some of the best reasons to work for their employer, any downsides, advice to management, and whether they'd recommend their employer to a friend, as well as ratings on how satisfied they are with their employer overall, their CEO, and key workplace attributes like career opportunities, compensation and benefits, culture, and values.

These include the best reasons to work for a given company, the downsides, how satisfied they are with their company overall, how they feel their CEO is leading the company, as well as key workplace attributes like career opportunities, compensation, benefits, culture, values, senior management, and work - life balance.

«Specifically, employees reported that they love working at companies with mission - driven company cultures, where they have clear career opportunities, and where senior leadership teams make them feel valued and are transparent with how they communicate with employees,» he said.

Decor, comfort and ambiance allow you to showcase your company culture, but how physical workspaces are set up is also essential to attracting candidates who value flexibility and innovation.

The culture and values of how we related to our customers, which is reflected in how the company relates to our [employees], would determine our success.

Some CEOs grasp how important it is to understand culture and values.

How easy it is for «It's - not - my - job syndrome» to rear its ugly head when nobody in the culture knows what the company values.

As important as financial readiness and work ethic are in choosing your franchisees, the subjective value of how well the candidate fits into your organization's values and culture may be even more important.

HOW TO AVOID A TOXIC CULTURE Speedy growth doesn't have to mean cutting corners, ignoring regulations, or creating a culture that doesn't value and welcome evCULTURE Speedy growth doesn't have to mean cutting corners, ignoring regulations, or creating a culture that doesn't value and welcome evculture that doesn't value and welcome everyone.

In this episode, YPO member Enrique Quemada, Chairman of ONEtoONE Corporate Finance Group, shares how he uses company values to bring consistency and instill a culture of excellence into all of his employees.

In addition to recruiting and hiring best practices, we offer advice on how to develop a positive business culture that reflects the values and goals of the small business owner.

By showing a little creativity, you can create a culture that demonstrates how much you value employees, and that will help both your workers and your business.

Working together around common values and learning how to communicate as a family in order to reach a shared goal are key pieces of creating and maintaining a healthy family culture.

[05:50] Do it for passion, not for money [06:10] The importance of innovation and marketing [06:30] Start with a mission and finding how to add value [06:50] Joe Gebbia's trajectory over a decade [07:10] Culture is the ultimate element to building your brand [07:40] Namale Resort [08:00] Finding a way to do more for others than anyone else [08:45] The beauty of competition [09:15] Don't just advertise, become the expert [09:25] Value - added marketing [09:40] It takes 16 impressions to inspire buying behavior [10:10] Do something where marketing isn't marketing [10:30] The 17 - year old kid in real estate [11:35] Find a way to stand out from the crowd — the trash strike example [14:10] Authenticity plays a critical role [16:00] Building reciprocity with your customers [17:00] Double the value you add [17:20] Bringing innovation and marketing to the forefront [18:35] Innovation can mean raising your price [18:55] What innovation really means [19:25] Changing the way something is perceived [20:55] The man who was copying Tony constantly [22:00] Does change happen in a sevalue [06:50] Joe Gebbia's trajectory over a decade [07:10] Culture is the ultimate element to building your brand [07:40] Namale Resort [08:00] Finding a way to do more for others than anyone else [08:45] The beauty of competition [09:15] Don't just advertise, become the expert [09:25] Value - added marketing [09:40] It takes 16 impressions to inspire buying behavior [10:10] Do something where marketing isn't marketing [10:30] The 17 - year old kid in real estate [11:35] Find a way to stand out from the crowd — the trash strike example [14:10] Authenticity plays a critical role [16:00] Building reciprocity with your customers [17:00] Double the value you add [17:20] Bringing innovation and marketing to the forefront [18:35] Innovation can mean raising your price [18:55] What innovation really means [19:25] Changing the way something is perceived [20:55] The man who was copying Tony constantly [22:00] Does change happen in a seValue - added marketing [09:40] It takes 16 impressions to inspire buying behavior [10:10] Do something where marketing isn't marketing [10:30] The 17 - year old kid in real estate [11:35] Find a way to stand out from the crowd — the trash strike example [14:10] Authenticity plays a critical role [16:00] Building reciprocity with your customers [17:00] Double the value you add [17:20] Bringing innovation and marketing to the forefront [18:35] Innovation can mean raising your price [18:55] What innovation really means [19:25] Changing the way something is perceived [20:55] The man who was copying Tony constantly [22:00] Does change happen in a sevalue you add [17:20] Bringing innovation and marketing to the forefront [18:35] Innovation can mean raising your price [18:55] What innovation really means [19:25] Changing the way something is perceived [20:55] The man who was copying Tony constantly [22:00] Does change happen in a second?

Topic: Autonomy, Decentralization and Trust in Corporate Culture Takeaways: (1) the power of human agency that gives value to autonomy in corporate culture, (2) the logic of many specific Berkshire Hathaway decentralization decisions and how to apply the lessons in other busiCulture Takeaways: (1) the power of human agency that gives value to autonomy in corporate culture, (2) the logic of many specific Berkshire Hathaway decentralization decisions and how to apply the lessons in other busiculture, (2) the logic of many specific Berkshire Hathaway decentralization decisions and how to apply the lessons in other businesses.

That ability — to actually shape the culture, talk about the things we're going to do, how we're going to treat each other, what we want our values to be — is different.

Here's how you can build your own unique company culture as well: Step 1: Define your values...

We have to take a hard and honest look at how our rejection of fertility has created a culture in which human beings are valued if they are sexually pleasurable and devalued if they are not.

There's no shortage of voices in our culture when it comes to love, and they speak quite authoritatively on all matters of love and romance: What to value in a relationship, how to handle conflict, what real love looks like, the importance of sex and so on.

It is not easy for blacks to acknowledge that there are values in the white perspective when they see so clearly how white culture has expressed white interests.

The practical challenge faced by those who wish to evangelise contemporary culture through the way of beauty is to envision how it might effectively challenge and transform secular values and ways of understanding.

If people's taste in culture reflects their values, how many teenagers will value the self - centered and spiteful perspective that Swift embodied this year?

Some how it's felt that values, morals, virtues are not there in a secular world only faceless solid lifeless laws of men rather than what has been relayed by Holy books that calls for good deeds and reject bad deeds and to build a faithful societies, communities, nations since communications among nations or even among the nations of mixed cultures and beliefs... Laws or God and universe are to be prepared by some thing that is equivalent to UN but built on nations beliefs to achieve the code of understanding among nations but as can see now it is build on groundless bases if not of words of God to faiths... in addition to those non spiritual secular beliefs to make decisions of faith but at the moment the secular world make and take the decisions while the beliefs and faiths has to pay for it when it becomes a war between all faiths or religions outside your world, it would become back into your inside among the mixed culture and beliefs of the nation or nations under one country flag...!

Today's world man has become with no value other than his organs if sold or stolen... so what is happening only proves that we are imposing marketing the wrongs against the rights... cultures and beliefs are going down the drain with all those values, morals, virtues some how turning into commotion among cultures and beliefs turning against each other misunderstanding each other or unaware of cultures way of living and beliefs to ease communication mutual understanding as a nation of mankind and a nation of faiths.

How can seminaries address the synergistic value of print, oral, electronic and digital culture for proclaiming the gospel, building the church community and educating the clergy and laity?

We know today, much more vividly than did our philosophical and theological predecessors, how important economic arrangements are in shaping the values, ideologies and cultures of various states.

In Christ and Culture (1951) Niebuhr explored how faith in the God who comes to us in Jesus Christ relates to the many values, activities and aims recommended by our cultures.

Women told me about how hard it is to be middle - aged or to be considered unbeautiful in a church culture which values youth and energy and talent.

«The question is how do you embed values in the culture of companies in a way that would change behaviors?»

Modern intellectual culture assumes the «fact - value dichotomy» so easily, in fact, that the future relations of piety and intellect at Union will undoubtedly involve some mighty wrestling to keep the two intimate with each other, no matter how insulated some of our university colleagues prefer them to be.

He saw how the values of a culture, as these are incarnated in the attitudes and behavior of parents, are internalized by children as they experience these values in the rewards punishment, praise - blame responses of their parents.

Culture has many complicated meanings, but I use it here simply to describe a system of beliefs (about God or reality or ultimate meaning), of values (about what is true, good and beautiful), of customs (about how to behave and relate to others), and of the institutions which express the culture (government, church, law courts, family, school and so on)-- all of which bind the society together and give it mCulture has many complicated meanings, but I use it here simply to describe a system of beliefs (about God or reality or ultimate meaning), of values (about what is true, good and beautiful), of customs (about how to behave and relate to others), and of the institutions which express the culture (government, church, law courts, family, school and so on)-- all of which bind the society together and give it mculture (government, church, law courts, family, school and so on)-- all of which bind the society together and give it meaning.

How many of them, however, truly believe that they have made up their deepest moral convictions themselves, or that their culture has made up these moral convictions, or that their biology has programed them with self - serving intuitions disguised as moral values?

Looking primarily to models based on quantitative research methodologies to provide a clear direction for policy in regulating media and violence can also distract policy makers from coming to grips with other difficult but more important value questions that impinge on the issue of media and violence, such as the purpose of broadcasting, issues of ownership and control of media, the international context of Australian media, the dominant economic nature of most of Australia's social communications, the distinctive ways in which the media reproduce and reconstruct myths and symbols of violence from within the culture, and how audiences use and respond to media myths and symbols.

(27) Having established some degree of critical distance from the assumed language and values of the culture, how do we develop a poetic and corporate language that can break the rim of normative consciousness and revitalize the religious imagination as a source of energy for social change?

Sociologists also deal with such topics as the components of culture, i.e., beliefs, values, language, and norms; cultural dynamics; cultural integration; cultural change; ideal culture, what people profess to follow, and real culture, how people actually behave in relation to these claims; ethnocentrism, the proclivity to see one's culture as the best and consequently all others as inferior; and cultural relativity.

It was special having our clients attend this event to see how seamless Towne Park handles a valet opportunity at an off - site location and to get a glimpse of our culture and values.

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...

But our ability to care for them successfully also depends in large part on how the wider culture, policies, and values support childrearing.

Strategies to Recruit and Retain a Skilled Home Visiting Workforce (HV - ImpACT Webinar), Transcript This Home Visiting - ImpACT webinar features a virtual presentation and dialogue about how focusing on culture and a values - driven approach can strengthen the home visiting workforce.

It came as a result of organic interaction of cultures and value systems and traditions fussed into one to make Biafra a possibility, that is how nations emerge.