Sentences with phrase «of organization performance»

While these «wins» are limited in scope, they are high - priority, not peripheral, elements of organization performance.

Not exact matches

Improvement in the attendance and performance of that small group would pay big dividends to organizations.»

-- Jim Robeson, CEO of PiinPoint Inc., a location analytics solution that helps organizations monitor the financial performance of current store locations and identify optimal expansion sites for the future.

Purposeful work is created when employees know how their performance contributes to the progress of the organization.

Despite the emphasis on this type of analytical process, very few organizations have the usable data they need, and even fewer have a good understanding of the talent factors that drive performance.

Moreover, if we accept that the effective and efficient functioning of our stock markets assumes that investors have access to any relevant information that can affect an organization's financial performance, information about senior leaders» mental health can no longer legitimately be withheld.

«Perhaps for organizations to take this seriously, it should be a part of their performance measures,» says Donais.

The organization, along with three economists from Columbia University, the University of British Columbia and the London School of Economics» Center for Economic Performance, created the report using data from the Gallup World Poll to reveal which countries are happy and why.

The primary responsibilities associated with human resource management include: job analysis and staffing, organization and utilization of work force, measurement and appraisal of work force performance, implementation of reward systems for employees, professional development of workers, and maintenance of work force.

One simple, powerful way to immediately elevate the quality and consistency of management performance throughout your organization is to create a set of management standards — a concrete set of expectations to which every manager is held accountable.

Are you qualified to lead that kind of high - performance organization?

Good to Great is one of the bestselling business tomes of all time, but even it doesn't really deliver the promised magical management framework that allows «almost any organization» to «substantially improve its stature and performance.»

Hoffman cites a staggering figure from a Deloitte study that found only 8 percent of organizations said annual performance reviews were worth the effort they require.

«In a sense, the yardstick for performance is much higher in the smaller organization,» said Kon Leong, founder and CEO of ZL Technologies.

Performance should be based, in part, on what was accomplished as a result of money invested in social issues and organizations.

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.

According to new research from Vantage Point Performance and the Sales Management Association, 44 percent of executives surveyed reported that their organizations were ineffective at managing their companies» sales pipeline.

The 2016 Global Innovation Index, which is an annual ranking of the innovation capabilities and performance of economies around the world, focuses on national policies, but it's individual leaders who can make a difference by driving innovation within organizations and creating a conducive environment for innovation to thrive.

In any organization, knowledge is power, and great leaders ensure that every employee, from the very top to the very bottom of the org chart, is provided with complete and up - to - date information about the organization's goals, performance, successes and failures.

Engaged workers are capable of exceptional performance, so managers who successfully engage employees in their workgroups are vital to their organizations» success.

TiER1 is an employee - owned firm on a mission to improve the performance of organizations through the performance of people.

Mike Schroll, the VP of business development for PC Pitstop, a creator of security and performance software, is a former hacker and made his living professionally hacking into and identifying vulnerable areas in the cyber infrastructure of large organizations.

The organization has asked its members and firms to commit to the AIA 2030 Commitment, a set of reporting standards for building - energy performance.

Surveys by several different organizations find that, at the 100 - day mark, roughly 60 percent of small business owners approved of Trump's performance or believed his presidency would be good for their companies.

If annual reviews don't do a good job of measuring employee performance, then annual engagement surveys don't make much sense for measuring the pulse of an organization.

Use a single question to track promoters and detractors and produce a clear measure of your organization's performance through customers» eyes.

Any organization that has the CEO act as chair of the very body that must regularly deliberate over his or her own performance is not just «finding» itself faced by a conflict of interest, but is actively constructing one.

But high - performance organizations don't leave those kinds of details to chance.

In my work with leaders and groups, I've found three «ways of being» that are necessary for achieving peak performance in an organization, and I see examples of each at Sweetgreen.

Buffet said the performance of the funds of hedge funds leaves «no doubt that Girls Inc. of Omaha, the charitable beneficiary I designated to get any bet winnings I earned, will be the organization eagerly opening the mail next January.»

Important factors that could cause our actual results and financial condition to differ materially from those indicated in the forward - looking statements include, among others, the following: our ability to successfully and profitably market our products and services; the acceptance of our products and services by patients and healthcare providers; our ability to meet demand for our products and services; the willingness of health insurance companies and other payers to cover Cologuard and adequately reimburse us for our performance of the Cologuard test; the amount and nature of competition from other cancer screening and diagnostic products and services; the effects of the adoption, modification or repeal of any healthcare reform law, rule, order, interpretation or policy; the effects of changes in pricing, coverage and reimbursement for our products and services, including without limitation as a result of the Protecting Access to Medicare Act of 2014; recommendations, guidelines and quality metrics issued by various organizations such as the U.S. Preventive Services Task Force, the American Cancer Society, and the National Committee for Quality Assurance regarding cancer screening or our products and services; our ability to successfully develop new products and services; our success establishing and maintaining collaborative, licensing and supplier arrangements; our ability to maintain regulatory approvals and comply with applicable regulations; and the other risks and uncertainties described in the Risk Factors and in Management's Discussion and Analysis of Financial Condition and Results of Operations sections of our most recently filed Annual Report on Form 10 - K and our subsequently filed Quarterly Reports on Form 10 - Q.

If you do not know the key performance indicators (KPI's) of your organization, what drives them and what affects them, it will be virtually impossible to convince anyone to give you money.

Given that teamwork is an important aspect of building a high - performance organization, we should look to encourage and promote this style of working.

Most leaders know where they want to be in five years, adds David Norton, co-creator of the «balanced scorecard,» a strategy - generating tool popular with larger organizations that helps companies measure their performance.

The study defined sustainability as the «commitment by organizations to balance financial performance with contributions to the quality of life of their employees, the society at large and environmentally sensitive initiatives.»

If the ultimate aim of any feedback is to improve employee performance — and therefore, the organization's performance — than you need to consider whether the timing and the wording of the feedback will accomplish those goals.

Not only are you responsible for your own performance, but you are also responsible for the performance of your employees and of your organization.

Designed for both individuals who want to identify and maximize their strengths, and organizations looking to integrate high - performance teams, this $ 250 DISC profile is yours free of charge.

All individuals — leaders, managers and front - line employees — are responsible for upholding their organization's culture and raising its overall level of engagement and performance.

In recognition of those employers who understand the link between employee well - being and organizational performance, the American Psychological Association will recognize 11 organizations at its seventh annual Psychologically Healthy Workplace Awards in Washington, DC, on Saturday March 10.

In a peak performance culture, everyone is expected to take difficult stands and have difficult conversations whenever they experience a core operating principle of the organization being violated regardless of the perceived danger that creates.

CINCINNATI --(BUSINESS WIRE)-- Macy's, Inc. (NYSE: M) today announced several changes intended to improve the company's performance, including the hiring of Hal Lawton as president, the creation of a single simplified merchandising organization and an enhanced focus on the company's data analytics capabilities.

This means the system can utilize email, document routing, and internal workflow routing to let you design an initial performance review, followed by the right number of subsequent approvals and evaluations necessary in your organization.

And then, not surprisingly, risk management is important in financial services and then, ultimately, the sales and business performance in showing that there are customer - level managers of that sales and business performance that might look quite different than the traditional P&L that you would see for a product within an organization.

Steve Andersen, president and founder of Performance Methods Incorporated, and Nancy Chen, content marketing intern at Repsly, wrote great articles on how to decide what are factors define «territory» within an organization.

The total return on the portfolio is the only criteria used for judging the performance of the managers of these funds, which translates into an emphasis upon the bottom line in the management of business organizations.»

«The tone at the top of the organization and the performance - based environment at the company, where challenging targets were set and achieving those targets was a key performance indication, may have been contributing factors resulting in the company's improper revenue recognition.»

«Our performance reflects the strength of an organization that is focused on delivering against its financial commitments while also making substantial structural and cultural changes.»

The BitSight platform uses publicly available data to rate the security performance of an organization on a daily basis.

«This pattern of higher satisfaction among younger workers held true for many other key issues addressed in our survey, including pay, performance management and careers, making their desire to leave their organizations all the more at odds with traditional views of loyalty, retention and engagement,» said Michael Burniston, US and Canada Leader for Mercer's Human Capital business.