Sentences with phrase «of culture resulting»

It documented the grief, trauma and loss of culture resulting from the policies.

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.»

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.

Measures such as quotas that force placement of a higher number of women into leadership may provide rapid results, but may not do much to help get rid of the bias, and won't change a company's culture.

Every one of the problems Uber faces is self - inflicted and a result of either Kalanick's direct decisions and actions or the culture for which he is responsible.

«We must transition to a culture of performance where results and accountability matter.»

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.

Recognized organizations have achieved outstanding results among their Canadian counterparts for engaging employees, demonstrating effective leadership, building a performance culture and leveraging the strength of their employer brand.

And yet, a recent internal investigation concluded that the widespread fraud at one of the nation's biggest banks was indeed the result of a toxic corporate culture maniacally focused on achieving overzealous sales goals.

Many believe this «coupon comeback» is the result of the 2008 recession, increased access through digitization of the offers, as well as pop - culture shows about «extreme couponing.»

The result was a rare case of the conqueror adopting the culture of the conquered.

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 conditions.

The result is a culture we're proud of: empowered and engaged employees whose morale, motivation, and productivity are all high.

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

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.

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

BS: Beyond the tangible financial side, the proven track record of experience and results, what we look for is culture.

Most recently, after South by Southwest (SXSW) cancelled two panels meant to discuss gaming culture — panels on opposing sides of the «GamerGate» situation — and some media companies threatened to pull out of the Austin, Texas art festival as a result.

This is primarily the result of a lack of understanding and it's very damaging to a company culture — leading to contagious toxicity, resentment and even animosity.

«If the issues run deep and are part of a poor work culture, management's efforts will take commitment and time to produce results,» she says.

But Campbell says that drivers share some of the concerns that Uber employees have — namely, a culture that is more focused on results than on people.

The resulting «bro culture» tends to prioritize young men over all other employees, creating an environment that's ripe for toxic behaviors like excessive partying and systemic harassment of colleagues.

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.

Build a culture of accountability, measure results, and make sure everyone knows that you are looking at their performance.

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.

Locally owned restaurants are chef driven, says Luria, and as a result reflect the culture and the cuisine of the community.

As a result, the goal of having an «inclusive» culture is only possible as long as certain topics aren't addressed.

Patti Fletcher, Ph.D., is the author of Disrupters: Success Strategies from Women Who Break the Mold (Entrepreneur Press 2018), gender equity advocate and expert authority on how to create a culture of inclusion to drive real business results.

The only thing he's guilty of is the poor trade - off between culture and results.

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 perfect.

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

Some of the best practices leaders must own include: establishing accountability across the organization; defining the results needed from the culture change (what are we trying to accomplish?)

Toxic cultures of rampant harassment and exclusion result when boards are so focused on profit that they don't care how the money is made.

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.

A dynamic, engaging company culture encourages employees to rise to challenges, beat competitors and achieve results, all while rooting for every member of the team along the way.

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.

Iovine went on to criticize Sony and Bose as being out of touch with pop culture, and was clearly glad for the increased brand exposure resulting from his competitors» lack of cultural awareness.

Last week, right before Uber unveiled some of the results and recommendations of an internal investigation into its culture, Mr. Kalanick acceded.

[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?

There is also a report coming soon with the results of an investigation led by former Attorney General Eric Holder into the company's management culture — which was spurred by allegations of sexism and other criticisms of company culture.

What makes this award extra special is that it is based on anonymous employee feedback and is a direct result of the culture we've created.

This leadership blind spot is the result of misguided reverence for their culture and its ability to inoculate the bank from systemic problems.

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.»

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.