Sentences with phrase «rewards performance when»

Not exact matches

When it came time to reward top executives last year, more leading companies handed out performance - based awards instead of time - vesting stock options, according to a new study from human resources consulting firm Mercer.

When he was 17, Kamprad's father rewarded him for his performance in school with money that would become start - up capital for Ikea.

Overall, the Total Rewards Program aims to foster a high - performance culture at all levels and to provide an opportunity for employees to earn significant rewards when HP achieves strong financial rRewards Program aims to foster a high - performance culture at all levels and to provide an opportunity for employees to earn significant rewards when HP achieves strong financial rrewards when HP achieves strong financial results.

Share - holders want fast rewards — and quick fixes when performance flags.

This leaderboard makes it easy for users see their overall performance and when tied to a reward program it pushes employees to hit their sharing goals and drives overall employee advocacy performance.

He seems a high risk, high reward player in the mould of Sanchez when i've seen him play and his CL performances have been incredible.

Mertz should never have been our captain in the first place... who has ever heard of a team that makes 11th hour transfer buys (Arteta & Mertz) then seemingly places those same individuals into prominent leadership positions from the get - go... indicative of the problems that have permeated our clubhouse for the better part of 7 years under the Kroenke & Wenger... what is wrong with the players chosen and / or the management style of Wenger that doesn't develop and / or encourage strong leadership from within... Mertz was the fine collecting lackey from year one... this is what happens when you don't get world - class players because many times they want to have a voice on and off the pitch and this can't happen when you play for a fragile manager who has developed a coddling wage structure where everyone is rewarded for simply wearing the shirt and participating in the process... not enough balance between performance and pay, combined with the obvious favoritism shown to some players regardless of their glaring lack of production... remember that Ramsey has played in positions that make no sense considering his skill - set (out wide) and has forced other players off the field or into equally unfamiliar positions with little or no justification (let's remember when you read articles about how Ramsey's goals this upcoming season being the potential X-factor for our success that this is the same individual who didn't score a goal until the final week last season)... this of course is just one example of many... before I hear another word from Mertz I want this club to address the fact that no former player of any real consequence has any important role in the management structure of this club, yet several former Gunners have expressed serious interest in just such an endeavor (Henry, Viera, Adams, Bergkamp... just to name a few legends)... there is only one answer: an extremely insecure manager!!!

When it comes to performance - enhancing drugs, guys will always test the system because the reward is greater than the risk.

which is certainly not a slight on the young french national player; like him or not, Sanchez has provided some real world - class performances for club and country in recent years... if you do this move, you need to really clean house or face some serious consequences for the foreseeable future... half measures are rarely rewarded, that's how we got here... tear down the wall... we need to get rid of Giroud, not because he isn't a talented player, his skill - set simply doesn't make sense if we hope to maximize the offensive potential of a quick passing, one - touch scheme... we need to evolve, like Barcelona, who realized you needed to have clinical finishers or face a mind - numbing future of horizontal passes and largely ineffective crosses... Barca went and got Suarez, even though they had Messi and Neymar on the roster (just imagine the possibilities — another in the litany of Wenger «what ifs»)... we need to be as clinical in the boardroom as on the pitch... accept nothing less or move on... personally I would move on from Welbeck, Giroud and Walcott, even Ox if he isn't all in... I think the most intriguing player might be Perez, which runs counter to the thoughts in my head when he arrived late last summer... we need a deep lying DM with quick feet and long ball potential, midfielders who can counter quickly even when they are spread out and 4 or 5 players who know how to attack the lanes (kind of a cross between Barca, Dortmund and Monaco)... this is seriously an achievable goal, one that logically should have been achieved quite a few years ago... did no one in the Arsenal organization see the financial restructuring of the football universe... think of the players we could have had but we weren't willing to cough up the dough only for those individuals to have their value double or triple within a 12 to 24 month period... even if just from an investment perspective these «no deals» represent a failure of monumental proportions... only if you cared, of course

Our brains generate the same reward signals when we conquer any challenge, big or small, so I take on smaller challenges outside of work.2 My daily physical workouts are diverse — running, yoga, Pilates, strength training — and I progress by focusing on today's form and peak performance.

When people know they are being observed, parts of the brain associated with social awareness and reward invigorate a part of the brain that controls motor skills, improving their performance at skilled tasks.

Rating: 8/10 — featuring Pacino's most effective and rewarding screen performance for some time, Paterno rightly keeps its focus on its leading character while also exposing the hypocrisy and deception going on around him; an intelligent but modest drama that packs an emotional wallop when it needs to, it's also a movie that successfully avoids being exploitative or insensitive.

But «more with less» is a rewarding concept when it comes to indie movies, and writer - director Peter Livolsi's «The House of Tomorrow» delivers just that in a brisk 90 minutes, telling a sweet, tart, and intelligently life - affirming story of teenage friendship and outsider spirit with a supremely light touch, and a winning collection of performances.

The setup, some of the archetypes, and the payoffs are often what you expect, but when Cook and Hillcoat dig a little deeper, the results are generally rewarding, especially when it comes to the more dynamic performances.

In a career - making performance, Emilio Estevez is a young hoodlum who starts repossessing cars to make a few bucks when he attempts to take back a car with a hefty reward and something deadly in the trunk.

They must be able to hire (and discharge) faculty, to deploy staff members when and where needed, and to reward exceptional performance.

Similarly, when it came to the idea that the feds needed to force states to act, we wrote «Prodding public sector institutions to set goals, monitor performance, and then reward excellence and address mediocrity has been a signal success for reformers on both the left and the right... Sensibly structured accountability systems encourage self - interested workers to take goals seriously, focus on outcomes, and employ all the levers at their disposal to produce those outcomes.

Game Room Enhances Successful School Turn - Around When Constance Burnes saw her efforts to improve student behavior and performance at Wilkerson Middle School pay off, she listened to the students when it came to deciding on a rewWhen Constance Burnes saw her efforts to improve student behavior and performance at Wilkerson Middle School pay off, she listened to the students when it came to deciding on a rewwhen it came to deciding on a reward.

• Reward not just for output - based performance — as in, when a student completes a course — but for real learning outcomes independently verified.

When schools are rewarded or punished based on their students» performance on math and reading tests, they have a strong incentive to divert their time and resources to tested subjects and away from others.

We need to allow principals to actually act like bosses — hiring, training and, when needed, firing their own staffs, and we need teachers to be treated like professionals: given feedback on performance, training when needed, and rewards for excellence.

High - quality implementation of standards - based reform requires the following: specificity in stating the content goals of teaching and learning; consistency / alignment among the policies and practices put in place to pursue those goals (e.g. content standards, student achievement tests, performance standards, curriculum materials, professional development, accountability); authority / legitimacy to those charged with implementation; power through rewards and sanctions; and stability — when policies, practices, and leadership are in a state of flux, it is difficult to take each new thing that comes along seriously.

This is certainly something to (still) keep in consideration, especially when teachers are rewarded (e.g., via merit pay) or penalized (e.g., vie performance improvement plans or plans for dismissal).

As of 2012, the vast majority of districts still had a salary schedule in place, and only 11 percent of districts used pay incentives to reward teachers for excellent performance, though the practice is increasing.78 And as states develop more effective ways to measure teacher quality, districts should be better able to incorporate performance data when making compensation decisions.

This research indicates that when verbal rewards are employed (e.g., positive comments about good performance, acknowledgments of knowledge gain) the trend is positive when intrinsic motivation is measured either by interest / attitude or by free - choice behavior.

Teachers promote a performance orientation when they make most decisions for students, reward achievement relative to others, use rewards to control behavior, provide boring or repetitive tasks, and divert attention from tasks and learning to achievement (Ames, 1992; Epstein, 1988).

The price to enjoy such a gifted compact performance sedan might be a bit higher, but the rewards of ownership are also that much greater when behind the wheel.

The changes AMG has brought to its latest model make it even more likable and rewarding, while extending its already haughty performance potential and providing it with impressive fuel economy when driven at posted limits.

When the talk turns to future classics, one of the first Japanese cars that pops into mind is the Honda S2000, a quick and aggressive little roadster with an engine that loves to rev.. The S2000 is something of a throwback to the British sports cars of the»60s, and it has earned a reputation as a raw and demanding hot rod that rewards the driver with its unique style and performance.

But the performance of the operations and management has been just miserable and there was never a time when the risk / reward looked right.

My guess is it would be a lot lower, especially at this stage of the market cycle when owning the most popular stocks is very rewarding for performance and AUM.

This is important because studies have shown that if dogs can predict when «no reward» is coming, their performance will suffer.

Not only does the game keep a record of high score performances, but it also rewards you with special virtual «scratch tickets» when you complete a match / event.

When you complete a level, you'll be evaluated based on your performance and rewarded accordingly with a medal (gold being the best).

Notwithstanding that more firms are impressing upon their partners that the progress of their individual compensation is be predicated upon the overall success of the firm, more firms are budgeting «bonus pots» to be available to reward individual or groups of lawyers only when their performance is perceived as being extraordinary.

More firms are budgeting bonuses to reward lawyers when their performance is extraordinary.

The reallocation of market share goes way beyond labor arbitrage; it is a transformational paradigm shift that is recasting the industry's delivery and economic structures, culture, performance and reward systems as well as how, when, and from what structural model differentiated legal expertise is required and engaged.

Even when one or more of the choices outlined above is adopted, there will remain the consequent issues of culture as, at an ownership level, questions of relative contribution to reputation, client relationships and fees are resolved, along with the associated challenges of performance assessment and reward - sharing.

He / she also assesses the individual and collective performance of the team members, as well recommending them for reward or praise when necessary.