#company culture

[viddybiblio]

Lambrini Girls - Company Culture (Official Video)

[getoutofthisplace]

Dear Gus & Magnus,

I forgot to take a photo today, but my friend Chelsea sent me this one from an online meeting we were in today. I gave a presentation to a group of water utility professionals from across the United States about Garver Summit. I showed them videos and talked about how ...yada, yada. If you're actually interested in my business speak, here's my LinkedIn post.

I like presenting and I need to figure out a way to do it more, about more topics. I just need to figure out what those topics are and start looking for opportunities, I guess.

Dad.

Little Rock, Arkansas. 11.21.2024 - 1.42pm.

[successloops]

What do YOU think of when you hear the word "CULT"😱

Does it instantly drum up images that are negative??🤬

Here's its origins: French 'culte' meaning 'worship' Latin 'cultis' meaning 'care' 'grow' Another meaning is 'devotion.'

I like the fact that there is both good & bad in absolutely everything - it's a conscious choice to how you channel it.☯️

I like that the word is used in both CULTivate & CULTure.😎

When a healthy vision, mission, intention & purpose is bred (like daily bread) & cared for & grown - it becomes the company's hidden brand.🪂

Latin 'religo' means 'good faith' & 'ritual.' Every successful global corporation practices this.

There's a masterclass for Cultivating Healthy Corporate Culture & making your workplace a happy space. Comment cult if you're interested in knowing more or hit the link below.

[businessbrilliance]

Strategies for Effective Team Management in the Workplace

Maximize workplace efficiency with these easy team management strategies. Prioritize clear communication, define roles, and nurture a positive atmosphere. Set and review goals regularly, foster collaboration, and offer constructive feedback. Encourage work-life balance and invest in team development for long-term success. For tailored advice and optimal results, consider consulting with a management consultant in Australia. Propel your team towards peak performance in today's competitive business environment.

[r-d12]

What are the traits of a good work culture?

Whether you are accepting a job offer from a new company or seeking for work, one of the most significant components of your professional life will be the good company culture. The environment or "vibe" of the workplace or organisation is so potent that it may make or break your professional experience, resulting in either long-term employment or, in the worst-case scenario, a quick return to the job market.

But what factors determine or reflect a positive business culture? It might be difficult to describe, but there are solid, quantitative indicators to look for that reflect both the health of a firm or workplace and workers' levels of pleasure at work.

To learn more click here…….

[alaskaayoungg15]

How do you deal with passive-aggressive managers?

I'm struggling, please help! My manager discourages me from participating in meetings, making new connections, presents my work as hers, and takes credit for my ideas and when I try to do any of this, she takes it out on me by giving me petty jobs that are not even important. She is extremely insecure and I have tried to mold myself to work with her. But 1.5 yrs later, she is getting worse and worse and I'm getting nowhere. The situation is extremely frustrating and instead of showing maturity, I have started to retaliate. I have tried confronting to her but it hasn't led to anything fruitful.

[theramenphase]

📰Unsafety in the Workplace - My Personal Experience with Hindrance Stress

[slinkywhat]

Well, that’s one way to end an 11.5-year career at Darden.

“Our call offs are occurring at a staggering rate.”

I bet that wouldn’t be the case if you paid your employees well, treated them well, or—get this—both.

“From now on, if you call off, you might as well go out and look for another job. We are no longer tolerating ANY excuse for calling off.”

Olive Garden: Now seeking mindless drones with zero chance for illness, familial emergencies, or extraneous circumstances. Must have no other responsibilities outside of working for Olive Garden, whatsoever.

“Do you know in my 11.5 years at Darden how many days I called off? Zero. I came in sick.”

Bitch, you work in a RESTAURANT. That’s admission of major health code violations, right there.

“I got in a wreck literally on my to work one time, airbags went off and my car was totaled, but you know what, I made it to work, ON TIME!”

This is not the brag that you think it is. It’s really sad.

“If you don't want to work here, don't. It's as simple as that.”

Sure, capitalism has always made it so easy—that people passionately want to work every grueling job out there, where customers treat you like dirt, not that they need it to support themselves.

“You're in the restaurant business. Do you think I want to be here until midnight on Friday and Saturday? No. I'd much rather be at home with my husband and dog, going to the movies or seeing family. But I don't, I'm dedicated to being here. As should you.”

Really? Because not even you are making a good case for this here. You just switched from insisting people want to be there and want to work—because it is an honor and a privilege���to admitting outright that you don’t want to be there either, but you’ve committed 11.5 years to sacrificing your family to be dedicated to this job (you know, the one that just fired you instantly for sending out this mass email, because you’re a replaceable commodity… was it worth it?).

If you need to implement stricter policies and penalize or fire employees who are consistently calling out, then do it—but skip putting a toddler temper tantrum in writing (because it’s not anywhere close to communicating what you think it is), and when you’re still consistently turning over employees after you crack down, try some introspection as to why that might be.

Then, actually try to solve it, with some empathy, instead of simply blaming hundreds or thousands of people who must just be “lazy.” Because, sure—that MUST be it. Couldn’t possibly find any other commonalities amongst that many people who are dissatisfied enough to risk being fired rather than come work for you.

[goteamphilippines]

📣 Join GoTeam, where we value a friendly and inclusive workplace for all new team members! 🙌 Our doors are always open, and we take pride in providing a supportive atmosphere. 💙✨

Check out how we make our team members feel right at home!

👀 We're currently hiring! Take the next step in your career and become part of our exceptional team. Apply now!

[whicheveroneisthecoolest1]

Emergency services type jobs are different from this.

In toxic work environments, it’s called “The Emergency Culture.” It’s when management of a company use crises to make people act. It’s waiting to act until something is very badly broken, to then provide maintenance.

The issue there is that if everything is an emergency, nothing is. Manifesting drama to manufacture increased productivity causes stress and fracturing over time and it exhausts employees. It makes people sloppy, slow to react to real emergencies and reduces the ability of staff to recognize real high risk situations.

When you work in emergency services, chances are you’re trained to evaluate cases by risk, so you know what is life or death and what’s not, so not everything is the worst kind of emergency.

But an office where emergencies are manufactured to motivate, yeah here’s the 🚩

unpopular opinion but being able to perform well under pressure should not be a required skill for the majority of job applications if not all. why are we normalizing putting stress and anxiety on people who try to make a living and making them think having to work under pressure is something that is "challenging and good" (hence it takes skills to be able to do so) instead of something that the companies should fix?

[bbcmoney]

5 reasons Why organizational culture is Important

Have you ever wondered what makes a company stand out? It's often their organizational culture! This culture is the shared values, beliefs, and behaviors that guide everyone in the company. A good culture keeps employees happy and focused, so it is essential to know corporate culture news to help the company achieve its goals. Let’s explore why organizational culture is so important.

1. Creates a Positive Work Environment: A good culture makes employees feel valued and appreciated. This boosts their morale and makes the workplace enjoyable.

2. Enhances Productivity: When employees know what’s expected and feel supported, they work more efficiently. A clear culture keeps everyone on the same page.

3. Attracts Top Talent: People want to work for companies with strong values. A good culture draws skilled workers who want to be part of something meaningful.

4. Builds a Strong Brand: A great culture reflects how a company operates and treats customers. This helps build trust and a good reputation.

5. Promotes Innovation: A supportive culture encourages new ideas, helping the company grow and stay competitive. Conclusion Organizational culture is the backbone of any successful company. If you want to explore the business world more, visit BBC Money. It’s your go-to platform for the latest news in education, company culture, business, and finance. Stay updated with BBC Money for expert insights and trends to stay ahead!

[andywalts10]

Building a Resilient Workforce During the Great Resignation

The Great Resignation has brought a significant shift in how businesses retain talent and shape workplace culture. As employees reassess their priorities, organizations must implement effective strategies to keep their workforce engaged and resilient. Creating a positive work environment, encouraging transparent communication, and collaborating with recruitment agencies UAE can help companies navigate these changes successfully.

1. Create a Positive Work Environment

Cultivating a positive work environment is essential for enhancing employee satisfaction and building resilience. Employees who feel appreciated and supported are more likely to stay committed to their organization.

Introducing open-door policies is one way to achieve this. For example, tech companies like Microsoft have implemented practices where employees can share their feedback openly, fostering inclusivity and trust. Similarly, a UAE-based business setup recruitment company implemented a mentorship program that paired seasoned professionals with newcomers to strengthen team dynamics.

Additionally, providing mental health resources and flexible working arrangements can make employees feel valued and supported. Such initiatives not only boost morale but also enhance overall productivity.

2. Encourage Transparent Communication

A resilient workforce thrives on transparent communication. Employees appreciate being informed and heard, which builds a foundation of trust and engagement.

Practicing active listening, where leaders genuinely address employee concerns, can significantly reduce attrition. For instance, some companies hold regular team meetings to update employees about company goals and gather feedback. This approach nurtures trust and collaboration within the organization.

Transparency is also vital during the hiring process. Partnering with recruitment agencies UAE ensures clear communication about job roles, responsibilities, and organizational expectations. This clarity helps attract candidates who are the right fit for the company’s culture and goals.

To explore more ways HR can address these challenges, check out our blog on How HR Can Turn the Great Resignation into the Great Retention.

3. Partner with Recruitment Experts

Collaborating with a business setup recruitment company can be a game-changer for building a resilient workforce. These experts understand market dynamics and provide tailored recruitment solutions to meet the unique needs of businesses.

For instance, a logistics company partnered with a UAE-based recruitment firm to onboard employees skilled in digital tools and remote work technologies. This approach helped them adapt to the challenges brought by the pandemic. Such partnerships ensure businesses hire talent that aligns with their long-term objectives.

In conclusion, fostering a positive work environment, embracing transparent communication, and leveraging the expertise of recruitment agencies UAE are essential steps for overcoming the challenges of the Great Resignation. These strategies not only strengthen the workforce but also position businesses as desirable places to work, ensuring long-term success.

[kraftwerk113]

Life´s too short for weird music Tagesempfehlung 28.10.2024

Lambrini Girls / Company culture

Das muss mal mit aller Macht raus: Auf Company Culture kotzen sich die Lambrini Girls in knappen drei Minuten mal so richtig aus. Rrriot Girls at its best. Erinnert mich so ein bisschen an die gnadenlosen Babes in Toyland.

[postaresume]

Expert Talk Ep. 142 with Harish Bhamidipati on Dilemmas Resolution Framework for Aligning Leaders on the Company Culture. Ever wondered why organizations often struggle with aligning their leaders on the company culture? In Expert Talk Live Show Episode 142, we’ll dive deep into a proven framework that helps resolve these dilemmas effectively with Harish Bhamidipati Date and Time: Friday, 6th December at 8 pm IST LinkedIn Event - https://www.linkedin.com/events/7269315319859486720/ YouTube Live - https://youtube.com/live/-AE-NH7Jo6w Our guest speaker, Harish Bhamidipati, brings a wealth of experience in leadership, strategy, and innovation. As co-founder of Align By Design, he has worked with organizations to solve complex business challenges. It’s about understanding the nuances of leadership dilemmas and how to build a lasting framework for cultural alignment. The insights shared could be the game-changer your team needs. So, save the date and tune in for a conversation that promises to be insightful and actionable. #VipulTheWonderful #ExpertTalks #LeadershipAlignment #CompanyCultureMatters #DilemmaResolution

[legallotus]

Gratitude in Business: How Expressing Thanks Can Improve Your Company Culture

Learn how practicing gratitude can transform your business culture, improve employee morale, and boost productivity with these practical strategies.

Gratitude may seem like a small, personal gesture, but in the business world, it holds the potential to transform company culture. When leaders consistently express gratitude, it creates a ripple effect that enhances employee morale, fosters a positive work environment, and improves overall productivity. Research and thought leaders such as Brene Brown, Brian Tracy, and John Maxwell emphasize…

[jcmarchi]

Generative AI: Disparities between C-suite and practitioners

New Post has been published on https://thedigitalinsider.com/generative-ai-disparities-between-c-suite-and-practitioners/

Generative AI: Disparities between C-suite and practitioners

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A report by Publicis Sapient sheds light on the disparities between the C-suite and practitioners, dubbed the “V-suite,” in their perceptions and adoption of generative AI.

The report reveals a stark contrast in how the C-suite and V-suite view the potential of generative AI. While the C-suite focuses on visible use cases such as customer experience, service, and sales, the V-suite sees opportunities across various functional areas, including operations, HR, and finance.

Risk perception

The divide extends to risk perception as well. Fifty-one percent of C-level respondents expressed more concern about the risk and ethics of generative AI than other emerging technologies. In contrast, only 23 percent of the V-suite shared these worries.

Simon James, Managing Director of Data & AI at Publicis Sapient, said: “It’s likely the C-suite is more worried about abstract, big-picture dangers – such as Hollywood-style scenarios of a rapidly-evolving superintelligence – than the V-suite.”

The report also highlights the uncertainty surrounding generative AI maturity. Organisations can be at various stages of maturity simultaneously, with many struggling to define what success looks like. More than two-thirds of respondents lack a way to measure the success of their generative AI projects.

Navigating the generative AI landscape

Despite the C-suite’s focus on high-visibility use cases, generative AI is quietly transforming back-office functions. More than half of the V-suite respondents ranked generative AI as extremely important in areas like finance and operations over the next three years, compared to a smaller percentage of the C-suite.

To harness the full potential of generative AI, the report recommends a portfolio approach to innovation projects. Leaders should focus on delivering projects, controlling shadow IT, avoiding duplication, empowering domain experts, connecting business units with the CIO’s office, and engaging the risk office early and often.

Daniel Liebermann, Managing Director at Publicis Sapient, commented: “It’s as hard for leaders to learn how individuals within their organisation are using ChatGPT or Microsoft Copilot as it is to understand how they’re using the internet.”

The path forward

The report concludes with five steps to maximise innovation: adopting a portfolio approach, improving communication between the CIO’s office and the risk office, seeking out innovators within the organisation, using generative AI to manage information, and empowering team members through company culture and upskilling.

As generative AI continues to evolve, organisations must bridge the gap between the C-suite and V-suite to unlock its full potential. The future of business transformation lies in harnessing the power of a decentralised, bottom-up approach to innovation.

See also: EU introduces draft regulatory guidance for AI models

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Tags: ai, artificial intelligence, enterprise, genai, generative ai, report, research, study