Sentences with phrase «on people and cultures»
Southwest Research and Information Center (SRIC) was founded in 1971 for the purpose of providing information to the public on the effects of energy development and resource exploitation on the people and their cultures, lands, water, and air of New Mexico and the Southwest.
http://www.sric.org/
The University of New Mexico's (UNM's) Family and Community Medicine Department is working to educate future doctors to take a hard look in the mirror and see how their perspectives on people and cultures influence how they treat patients (see page 6).
Negotiation tactics depend on the people and cultures doing the negotiating, and there are a lot of those.
A similar bit called «The Hidden Kingdom Revealed» will focus on the people and culture of Wakanda.
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.»
Contact WCA Solutions - People & Culture Solutions if you require assistance with Human Resources and Industrial Relations on (08) 9383 3293 or email [email protected]
Zillow Group's culture is one that's not just words on posters but something that comes through in the people candidates meet, the experiences they share, and in our office space and our benefits package.
New leaders have a limited time to set a company's culture and get people on board with their vision
Dig Deeper: Tips on Building Your Company Culture From a Blue - collar Millionaire How to Create a Company Philosophy: Practice What You Preach The principles in a company's philosophy have to come from, and be true to, the founder or CEO as a person.
Offering competitive compensation and great benefits aside, it's way too common for inexperienced hiring managers to ask the wrong interview questions to size up job candidates for job / culture fit, and the people skills that lend to success on the job.
I joined as Buffer's first Culture Scout in October 2015, when we went from growing the team by 1 to 2 people per month to being on the lookout for 30 to 40 team members between September 2015 and April 2016.
If possible, hire people who have scaled a business before and rely on their expertise, but remember that a strong culture fit and competence is most important.
«It started with this tiny company making pants,» Calhoun says, «but the culture around the brand is what's having the most impact on people, directly and indirectly, and this momentum is building.»
It is an online community of gamers that are upset that people are speaking out against the objectified way women are portrayed in gaming culture on - screen, and the community has also provided some resistance to the growing number of female gamers.
«It is very important for a small business that is growing quickly to focus on maintaining the culture which has to happen with, by and through all the people.
It makes me feel great as a human to be helping and advancing products and a culture that creates a positive impact on people's lives.
«Even when you have a deal that looks lovely on paper,» says Wharton's Emilie Feldman, «getting cultures to fit together, people to stay on board, merging I.T. systems and back offices: all these things are really hard.»
One of the themes that's often on my mind is that governments can contribute to the culture and the economy, but really people need to look to themselves as well.
«We hire people on the basis of metrics — personality and culture tests as well as skills and values assessments — to determine if they are a good fit for our vision.
«Great people focused on culture, inspiring company with constant change and innovation keeping you busy and engaged at all times.
Contact WCA - People & Culture Solutions if you require any assistance with your Culture, Human Resources and / or Industrial Relations requirements on (08) 9383 3293 or [email protected]
The resulting revolving - door culture has made it tempting for government lawyers, law firms, and corporations to take it easy on people who perpetrate boondoggles at major companies.
Bain, and doubtless other firms on the list, realize that recruiting and retaining top talent requires a vibrant, people - first company culture.
Howard's insights about culture, growth, and leadership are based on care and compassion and putting people and values first.
«I like this notion of all of us becoming experience ambassadors and instead of having a hierarchy where somebody at the top dictates what's going to happen for the entire customer experience, we have people iterating constantly on the portion of the customer experience that they're responsible for and I think that's a huge culture shift,» said Drake.
And, so far as we've been able to tell, no CEO (or consultant) has the answer to compensation, because of all the variables — the industry, the company culture, the type of salesperson, the customer mix, the role of service and support people, and so And, so far as we've been able to tell, no CEO (or consultant) has the answer to compensation, because of all the variables — the industry, the company culture, the type of salesperson, the customer mix, the role of service and support people, and so and support people, and so and so on.
«The Athletes» Village is close to my heart because I worked on both the bid and the closing, and I helped the team when I was working in the legal department with a lot of the contracts,» says Rosemarie Lipman, senior vice-president of people and culture.
«If leadership doesn't have an intense focus on both building and sustaining the right culture for your business and the people you want to attract, it's very easy for a toxic one to take over,» CEO of HR tech platform YouEarnedIt Autumn Manning tells Business Insider.
For example, there are onboarding automation tools that allow you to spend less time doing paperwork on first days and more time initiating people into your culture.
«Asana's culture centers on assigning responsibility to the person in the best position to take it, and then empowering that person to do the job well.»
There's one specifically on culture and the people on that committee will rotate in and out over time.
But, if you hesitated on answering any of these culture fit type questions, and questioned whether you would truly enjoy working with this person, then just say no.
«When I questioned pointedly about their culture and my concerns, they doubled down on it,» he said, telling him, «We do have an aggressive culture, we do step on people's toes, and we think that the best way to get performance out of people.»
Let's assume the following: A) You've written a job description that is concise, intriguing and honest; B) you're doing this all on your own, without the help of an HR person; C) you don't have a standardized system of recruiting and vetting; D) you aren't so obsessed with your company culture that you're looking for the exact right combination of personality, pedigree and the answer «honey badger» to the question «If you could be any animal...?»
Culture is about creating an environment where talented people who respect each other can work together to take on important challenges and make a difference.
«Growing a modern media company, it was important to call on the advice of seasoned people,» said Derek Riedle, founder, CEO and publisher at Civilized, a distinctive industry publication aimed at elevating cannabis culture.
Promoting a learning culture within the organization where people are trained, developed, coached and mentored — on their current job or for a future job.
«If your employees are engaged and care about the company and its culture, and feel like they know what's happening», says Fradin, «then they become an advocate for the company — recruiting other people, talking positively about it, writing a review on Glassdoor.
If your company culture is loud, boisterous, and it's not uncommon to hear some swear words out on the floor, a quiet and withdrawn person won't be the right fit.
It means the culture supports people in doing the best possible work and, on the flip side, every person is expected to take ownership and responsibility for that culture.
As long as every team member is on board with the company vision and culture, hiring a mix of people will help your company grow quickly and effectively.
«The right guy for a job like that in a company that's steeped in the popular culture with young audiences, the person who owns that chair should be somebody who is turned on, attracted to and somewhat knowledgeable about the popular culture and what's going on there.»
But we need our Canadian leaders to recognize that this genuine interest and curiosity about the world on the other side of the Pacific needs to be encouraged and validated through more opportunities that allow us to engage with new peoples and cultures.
A jury of high - profile Canadian business leaders selects 10 finalists and one winning company based on the following criteria: innovation, market development, people and culture, strategic leadership, and improvements in financial measures.
[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?
Nurses are more easily retained, said Eadie, when they're ensconced in a culture that mirrors the broader, on - demand culture on display outside a hospital's doors: People watch Netflix when they want, and do their banking when they want, and nurses likewise benefit when there are technological mechanisms in place to make their jobs easier.
Career focused around making investments in good companies and creating businesses built on a culture that prioritizes its people and its customers.
«The Board and the Executive Leadership Team are confident that Dara is the best person to lead Uber into the future building world - class products, transforming cities, and adding value to the lives of drivers and riders around the world while continuously improving our culture and making Uber the best place to work,» Uber's board said in a statement late on Aug. 29.
On an anecdotal level, a disproportionate number of the people on our BNN TV show The Disruptors are immigrants or second - generation immigrants who exemplify a culture of entrepreneurship and are hungry to get aheaOn an anecdotal level, a disproportionate number of the people on our BNN TV show The Disruptors are immigrants or second - generation immigrants who exemplify a culture of entrepreneurship and are hungry to get aheaon our BNN TV show The Disruptors are immigrants or second - generation immigrants who exemplify a culture of entrepreneurship and are hungry to get ahead.
While working in an industry not known for positive work cultures (call centers), Paul and his brothers focused on creating an environment in which people loved what they did every day, and lived by a set of core values that everyone respected.