Sentences with phrase «peoples and cultures do»

Missionary work to «save the heathens» who use a different word to praise God, any word that is different than their own... even though the other peoples and cultures don't speak English and have their own words of prayer... How many churches respected other cultures and how many do now?

The position taken in this book is that such a democracy is inherently self - defeating, in part because the unrestrained pursuit of satisfaction tends to breed conflict rather than harmony, but more importantly because human nature is such that persons and cultures do not grow in beauty, strength, and virtue when people strive only to get what they want.

Negotiation tactics depend on the people and cultures doing the negotiating, and there are a lot of those.

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.»

Culture and creating an environment supportive of his people and conducive to their doing great work.

When you build a strong culture and vet for this in the recruiting process, that naturally happens - great people attract other great people, and collectively do great things.

The most important elements of the process don't have anything to do with how the coffee machine works or where to sign up for the spin class; they have everything to do with the company's culture, which is the hardest thing for a new person to absorb and the hardest thing for any business to put into words.

We think people, and culture, are foundation of everything we do.

If you're a really close - knit company where people love working for you, and then you sell it to a company that doesn't have the same culture, I feel that you're letting people down.

If those people could only see innovative corporate giants like Apple, Intel, and Microsoft as I do — as I've seen them grow from the early days to now — they would see them as villages raising children with cultures all their own.

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.

You don't evaluate your business strategy just once a year, so why do we put culture and people and their engagement and satisfaction last?»

Aligning purpose with culture is about defining and embodying the values that will guide your organization towards purpose, and delivering tools to your people - in the form of purposeful habits - that will allow them to live out the purpose in the work they do every day.

If people do not share the same value and culture, it is hard to build rapport and it will make the work more difficult.

«We tend to have a culture where... people don't generally speak up,» said Jason Tan, a former Singapore Airlines flight attendant who works as a consultant training cabin crews in Asia and the Middle East.

Much has been written about the connection between corporate culture and branding, and it should be thunderingly obvious by now that hiring people who don't share a company's values is, in the long run, a recipe for disaster.

«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.

Rich will continue to do the work he started at People, Entertainment Weekly and Sports Illustrated to transition our brands to become true multimedia, multi-platform businesses and to introduce an entrepreneurial spirit and investment culture into the organization.

«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.»

«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...?»

By following these three steps, Lencioni believes, you can turn your company culture into one that is self - healing, can quickly identify people or behavior that does not align with the company's core values, and automatically correct the behavior or rejects the outlier.

If you're hiring people to fit into what's actually an unscrupulous, harassment - ridden «bro culture,» odds are you'll be alienating many prospective employees who don't fit into the demographic boxes of young, white, and male — or those who simply prefer to work in a more professional environment.

Do you have a culture of people who A. share a set of values, B. have very clear responsibilities, and C. perform?

Employees at Bain & Company, a global management consulting firm headquartered in Boston, rave about its «incredible culture» and its «incredible people [who display] a mix of intelligence but also humility that you don't find at other top consulting firms.»

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.

«And many people don't recognize the signs because so much of it is normalized in our culture.

At FlexJobs, a high - performance culture means that we hire for and cultivate amazing people who are supported to excel, who believe in both doing well and doing right in order to reach our company's goals.

Essentially, «do what I do best» comes down to matching the right person with the right role and the right culture.

The people of a peak performance culture say what they are going to do and do what they say.

Here, «community» doesn't just mean where these young people live, but the social networks, Internet subcultures and media choices which reflect their personal interests and / or culture.

Listening to their stories about our business and their lives teaches me about shared values, which form the foundation for a strong corporate culture that motivates people to do their best every day.»

[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.

Just as communities adapt and change along with its people, so too does company culture.

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.

We do that by hiring skilled employees and developing them with ongoing training, developing a performance - oriented culture, ensuring the inclusion of diverse perspectives from people with diverse backgrounds and ensuring adherence to our company values.

I'm wondering, do VCs ever find a good mentor that can lead a founder to being a better leader and a better person in the way that they build their culture and really help their employees [inaudible 00:05:14]?

I'm wondering, do VCs ever find a good mentor that can lead a founder to being a better leader and a better person in the way that they build their culture and really help their employees rise?

Managers and directors set the tone for the rest of the organization, and having a discussion about healthy work culture will be worthless if the person leading it works 60 - hour weeks, takes no vacations, disrespects others, and thinks the discussion does not apply to them.

The February 14 shooting at Marjory Stoneman Douglas High School in Parkland that left 17 people dead has sparked another debate about gun culture in America and spurred new hopes that something will be done to prevent future incidents.

In fact, the Tanach is very clear to the Jews that the only covenant they have (and will ever have) is the one pounded out between G - d and the Jews on Mt. Sinai (which, if you read the fine print AND the NT is allowed to be understood / interpreted by designated leaders in the Jewish society; Jesus believed those people to be the Pharisees and told his JEWISH followers to adhere to Pharisee teachings... the Pharisees were the honorable, compassionate end of the theology spectrum in the first century instead of the bad rap they get from a mis - reading of the NT (done generally with no comprehension of Jewish culture or historand will ever have) is the one pounded out between G - d and the Jews on Mt. Sinai (which, if you read the fine print AND the NT is allowed to be understood / interpreted by designated leaders in the Jewish society; Jesus believed those people to be the Pharisees and told his JEWISH followers to adhere to Pharisee teachings... the Pharisees were the honorable, compassionate end of the theology spectrum in the first century instead of the bad rap they get from a mis - reading of the NT (done generally with no comprehension of Jewish culture or historand the Jews on Mt. Sinai (which, if you read the fine print AND the NT is allowed to be understood / interpreted by designated leaders in the Jewish society; Jesus believed those people to be the Pharisees and told his JEWISH followers to adhere to Pharisee teachings... the Pharisees were the honorable, compassionate end of the theology spectrum in the first century instead of the bad rap they get from a mis - reading of the NT (done generally with no comprehension of Jewish culture or historAND the NT is allowed to be understood / interpreted by designated leaders in the Jewish society; Jesus believed those people to be the Pharisees and told his JEWISH followers to adhere to Pharisee teachings... the Pharisees were the honorable, compassionate end of the theology spectrum in the first century instead of the bad rap they get from a mis - reading of the NT (done generally with no comprehension of Jewish culture or historand told his JEWISH followers to adhere to Pharisee teachings... the Pharisees were the honorable, compassionate end of the theology spectrum in the first century instead of the bad rap they get from a mis - reading of the NT (done generally with no comprehension of Jewish culture or history).

I really would rather people DID care about sexism, rape culture, and fact checking, though.

Avarice and Eden Edward Skidelsky believes that our materialist culture tempts people to do too much productive work («The Emancipation of Avarice,» May).

Or... you can put asside your prophecies of doom & gloom, praying and hoping for God to smite all the yellow, black & brown people who don't believe the way you do anyway, and attempt to make peace with your neighbors, not by converting them at swordpoint, but accepting them and learning about their cultures and traditions and give them as much respect as you want them to show you.

Rather, liturgy breaks the bounds of the sanctuary and affects all that we do and indeed the wider culture as it brings God's people to God.

«R.M. Goodswell Christians would have you believe that they were singled out by the Romans... other cultures and peoples faired poorly when encountering the empire... heh... even being roman didn't buy you a pass sometimes in ancient rome... if they felt they needed fresh bodies for the arena, you became fodder.

After having been in a couple relationships with people whose second (or third) language is English, and knowing what I do now, I have a lot of empathy for what people are going through as they adjust to new words, new cultures, and new everything.

The Church does not seek a direct role in politics; the Church forms the people who can shape the culture that makes democratic self - governance work: «It is by forming consciences that the Church makes her most specific and valuable contribution to society.