Sentences with phrase «of organizational performance»

Designed and implemented leadership, organizational and teaming systems, processes and training programs designed to shape the desired culture and drive a high level of organizational performance and employee engagement.

Forecast5 Analytics provides interactive data analytics to schools covering a spectrum of organizational performance areas.

In her role, she partners with leaders across the organization to support network wide change initiatives and ensure the continuous improvement of organizational performance.

In fact, Goleman reported not only that EI - based leadership may be the most important driver of climate but also that climate may account for 20 to 30 percent of organizational performance.

Not exact matches

Media mogul Ariana Huffington has said «work - life balance is a myth» and has been fairly outspoken in her view that most of us have made dangerous concessions in our quest for personal and organizational top performance.

DDI research makes the business case for empathy by calling it the No. 1 driver of overall organizational performance.

ANN, Inc. approaches this on a systematic, companywide scale, with an end goal of boosting associate and organizational performance.

Such risks, uncertainties and other factors include, without limitation: (1) the effect of economic conditions in the industries and markets in which United Technologies and Rockwell Collins operate in the U.S. and globally and any changes therein, including financial market conditions, fluctuations in commodity prices, interest rates and foreign currency exchange rates, levels of end market demand in construction and in both the commercial and defense segments of the aerospace industry, levels of air travel, financial condition of commercial airlines, the impact of weather conditions and natural disasters and the financial condition of our customers and suppliers; (2) challenges in the development, production, delivery, support, performance and realization of the anticipated benefits of advanced technologies and new products and services; (3) the scope, nature, impact or timing of acquisition and divestiture or restructuring activity, including the pending acquisition of Rockwell Collins, including among other things integration of acquired businesses into United Technologies» existing businesses and realization of synergies and opportunities for growth and innovation; (4) future timing and levels of indebtedness, including indebtedness expected to be incurred by United Technologies in connection with the pending Rockwell Collins acquisition, and capital spending and research and development spending, including in connection with the pending Rockwell Collins acquisition; (5) future availability of credit and factors that may affect such availability, including credit market conditions and our capital structure; (6) the timing and scope of future repurchases of United Technologies» common stock, which may be suspended at any time due to various factors, including market conditions and the level of other investing activities and uses of cash, including in connection with the proposed acquisition of Rockwell; (7) delays and disruption in delivery of materials and services from suppliers; (8) company and customer - directed cost reduction efforts and restructuring costs and savings and other consequences thereof; (9) new business and investment opportunities; (10) our ability to realize the intended benefits of organizational changes; (11) the anticipated benefits of diversification and balance of operations across product lines, regions and industries; (12) the outcome of legal proceedings, investigations and other contingencies; (13) pension plan assumptions and future contributions; (14) the impact of the negotiation of collective bargaining agreements and labor disputes; (15) the effect of changes in political conditions in the U.S. and other countries in which United Technologies and Rockwell Collins operate, including the effect of changes in U.S. trade policies or the U.K.'s pending withdrawal from the EU, on general market conditions, global trade policies and currency exchange rates in the near term and beyond; (16) the effect of changes in tax (including U.S. tax reform enacted on December 22, 2017, which is commonly referred to as the Tax Cuts and Jobs Act of 2017), environmental, regulatory (including among other things import / export) and other laws and regulations in the U.S. and other countries in which United Technologies and Rockwell Collins operate; (17) the ability of United Technologies and Rockwell Collins to receive the required regulatory approvals (and the risk that such approvals may result in the imposition of conditions that could adversely affect the combined company or the expected benefits of the merger) and to satisfy the other conditions to the closing of the pending acquisition on a timely basis or at all; (18) the occurrence of events that may give rise to a right of one or both of United Technologies or Rockwell Collins to terminate the merger agreement, including in circumstances that might require Rockwell Collins to pay a termination fee of $ 695 million to United Technologies or $ 50 million of expense reimbursement; (19) negative effects of the announcement or the completion of the merger on the market price of United Technologies» and / or Rockwell Collins» common stock and / or on their respective financial performance; (20) risks related to Rockwell Collins and United Technologies being restricted in their operation of their businesses while the merger agreement is in effect; (21) risks relating to the value of the United Technologies» shares to be issued in connection with the pending Rockwell acquisition, significant merger costs and / or unknown liabilities; (22) risks associated with third party contracts containing consent and / or other provisions that may be triggered by the Rockwell merger agreement; (23) risks associated with merger - related litigation or appraisal proceedings; and (24) the ability of United Technologies and Rockwell Collins, or the combined company, to retain and hire key personnel.

This leadership tool can improve both organizational success and team performance by improving employees» proficiency levels in roles outside of their own.

Emotional intelligence has the power to increase employee engagement and overall organizational performance, according to a three - year study of McDonald's supplier AMADORI published in 2013.

People «are daunted by the task and believe it requires inauthentic, uncomfortable behavior and is an activity that is inconsistent with focusing on job performance,» says Jeffrey Pfeffer, a Stanford professor of organizational behavior, who covers the subject of networking as part of his Paths to Power elective course.

I coach clients to be specific about the values and performance they want through an organizational constitution, a formal statement of your team or company's purpose, values and behaviors, strategies and goals.

The logical consequences of implementing an organizational construction include everyone knows what a good job looks like in terms of performance requirements and team citizenship.

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.

Conference Board of Canada The Conference Board builds leadership capacity for a better Canada by creating and sharing insights on economic trends, public policy and organizational performance.

Settle brings more than 25 years of experience in managing technical innovation, global business unit performance and organizational change.

To measure our success in these areas, we track meaningful metrics such as employee engagement and satisfaction (i.e., employee volunteering, employee giving and results of the Organizational Health Index survey), total employees receiving performance reviews, average hours of training, turnover rates and rate of return from leave.

He brings a broad range of customer service leadership skills and experience to the company, spanning performance management, employee and leadership development, organizational design, and strategy, all of which align to a focus on driving an incredible customer experience.

Her recent focus includes increasing the diversity of organizations as a means to significantly enhance organizational performance.

To get a handle on causality in the relation of organizational form with company performance, many studies use before / after comparisons and various statistical corrections for endogeneity of company form.

The firm's proprietary Organizational Health Index, for example, allows companies to benchmark their own performance against a massive database of McKinsey's 600 clients worldwide — on a confidential basis, of course.

However, the evidence we are aware of for the importance of board diversity on organizational performance specifically is less strong.71 GFI's board includes members of some relevant occupational backgrounds, but we are concerned that two of its five board members are leadership staff at the same external organization.

Our consultants collaborate across industries, functions and geographies to help you find and develop outstanding leaders, improve the performance of teams and align organizational culture with strategy.

Once we begin to think of our faith in terms of largeness instead of largess; once we begin to think of our faith in terms of measurable success or significant achievements or community stature or statistically significant gains or business models or congregational models or appropriate budget processes or cash flow direction or generally accepted accounting practices or independent audits or administrative requirements or procedural transparency or proper leadership roles or managerial responsibilities and boundaries or membership trends or effective organizational structures or current and accurate and relevant identity / purpose / vision / mission statements or strategic and tactical plans or valid and useful performance metrics — at that point, we have become money changers and temple authorities, we have deformed from a community into an industry that requires exclusionary individualism.

Sodexo delivers more than 100 services across North America that enhance organizational performance, contribute to local communities and improve quality of life.

• Among employed men, fathers» use of parental leave is also strongly influenced by organizational culture, including their company's commitment to caring values, level of «father friendliness» and support for equal opportunities for women; and also the fathers» perceptions of support from top managers, and of work group norms that reward task performance vs. long hours at work (Haas et al, 2002).

2015 Annual Report 2015 Assessment of Internal Controls 2015 Audit Committee 2015 Audited Financial Statements 2015 Auditors Communication on Internal Controls 2015 Board of Directors 2015 Board Meeting Dates 2015 Board Meeting Minutes 2015 Budget 2015 Investment Report 2015 Management Letter 2015 Mission Statement and Performance Measurements 2015 Next Meeting Agenda 2015 Organizational Chart 2015 Property Documentation

Research has established that the perception of scientific merit is affected by past performance — such as association with high - ranking departments or institutions and previous funding and publication records — and by access to organizational resources (12).

In a study of a large telecommunications company, researchers found that middle managers used a range of tactics to inflate their subordinates» performance and deceive top management, according to Linda Treviño, distinguished professor of organizational behavior and ethics, Smeal College of Business, Penn State.

Gubler said the findings add to a growing body of management research on the relationship between employee wellbeing and organizational performance.

The study examined the relationship between emotional intelligence and motivation to serve the public of public sector workers on the one hand and the mutual influence of these factors on three indicators of their performance: job satisfaction, organizational commitment, and the quality of service, on the other.

NYC, Seattle About Blog At gothamCulture, our consultants provide critical insight to leaders who desire to use organizational culture and leadership as key drivers of performance.

At gothamCulture, the consultants provide critical insight to leaders who desire to use organizational culture and leadership as key drivers of performance.

The organizational frustration that surrounds the idea of «innovation» in order to improve not only in the services and products offered to clients but also employee performance can be rooted in a fear of change.

As with so many organizational performance pursuits, we need a blend of the right people, the right processes, and the right technology to make an actual difference and implement personalized learning effectively.

Over three decades, the field of human performance — blending findings from organizational psychology, positive psychology, and emotional intelligence — has identified the core factors that maximize individual effort and the desire to achieve.

As the inaugural Executive Director of the Stanford Center on Philanthropy and Civil Society (Stanford PACS), Kim Meredith has been responsible for strong financial performance and organizational growth including scaling the Stanford PACS budget eight times in five years.

There is a clear connection between organizational performance and social learning — for example, Stanford found that 45 % of their physicians benefited from using Figure 1, a medical photo - sharing app for healthcare professionals.

James Honan's teaching and research interests include financial management of nonprofit organizations, organizational performance measurement and management, and higher - education administration.

Business enterprise efficiency would rescue the schools through organizational improvements; selection, training, assessing, and rewarding of principals and teachers on the basis of performance; and adoption of promising education technologies.

While the goal of elearning and training interventions is to achieve learning, it is performance support that can help achieve performance (employee and organizational).

Organizations that provided multiple learning opportunities outside of the classroom with a mix of formal, informal, and experiential learning reported effectiveness at achieving improved individual (56 %) and organizational (46 %) performance considerably higher than those that do not use blended learning approaches (22 % and 19 %, respectively).

In professional training the aim of Instructional Design is to improve employee performance, as well as to increase organizational efficiency and effectiveness.

The Harvard Graduate School of Education has announced a new online professional education program, Including Ourselves in the Change Equation: Personal Learning for Organizational Performance.

Christopher Smith is an organizational development manager at WalkMe, and editor of the blog Change, which looks at the issues and ideas relating to change management, performance management, and organizational...

Technologies to support data - driven decision - making hold great promise for increasing the effectiveness of teaching and learning activities, accelerating student achievement, and improving organizational performance.

Having over 36 years of experience in the field of Education, Performance Improvement, Strategic Planning, Organizational Leadership, Educational Leadership, Administration and Quality Improvement.

This online, 12 - week program offered by the Harvard Graduate School of Education will enable educators to achieve their aspirations by applying Immunity to Change technique to instead to pursue most important goals and drive organizational performance to new heights.

Series of blended learning solutions to transition individual contributors to organizational leaders that include real - world leadership challenges, embedded social learning, and a performance support library accessed post training

To effectively deal with poor performance, employers must realize the limitations of organizational training initiatives.