Company Culture - defining your company culture
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How Culture Can Define The Success of Your Startup - even though you feel that you have too much on your plate as an entrepreneur, it is never too early to define your company culture. Everything you do in business is determined by how well you defined your company culture.
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Recommandé
Company culture slides
This document discusses company culture and how to introduce agile methodologies. It defines culture as "how we do things in order to succeed." The core of a company's culture is either control, collaboration, competence or cultivation. While changing culture is difficult, starting with subgroups already aligned with agile values and focusing on solving problems can help facilitate the transition. Introducing agile practices should be an evolution, not an attempt to logically explain why agile works. Patience and involvement of others experienced with agile adoption is also advised.
Designing Culture Workshop
This document provides an overview of a workshop on designing organizational culture. It begins with welcoming participants and introducing the workshop agenda, which includes exercises for participants to look inside their own impact, assess their current culture, seek inspiration from other organizations, define their vision for culture, and design practices to achieve that vision. The workshop utilizes speed dating, ethnography, brainstorming, and other interactive exercises. It emphasizes principles like focusing on participants, making rather than telling, and inspiring creative confidence. The goal is for participants to leave with new understanding of culture and initial plans to shape the culture within their own organizations.
Company Culture
Company culture is important for organizations to have. It is defined as shared values and meanings held by members that guide how employees interact and work together. Having a strong, unified culture extracts the best from employees, promotes healthy relationships, and guides the organization towards success. However, cultures must also change over time to remain effective. Leaders need to deliberately design and practice culture through behaviors, attitudes and interests, rather than letting it form by default, which can lead to conflicts. Examples of company cultures include "Don't Be Evil" at Google and "Think Different" at Apple.
10 Dead Simple Ways to Improve Your Company Culture
The document outlines 10 steps to build a great company culture: 1) embrace transparency, 2) recognize and reward valuable contributions, 3) cultivate strong coworker relationships, 4) embrace and inspire employee autonomy, 5) practice flexibility, 6) communicate purpose and passion, 7) promote a team atmosphere, 8) encourage regular feedback, 9) stay true to core values, and 10) devote effort and resources to building culture. Following these steps such as being transparent, recognizing employees, and encouraging autonomy can help engage employees and create a strong organizational culture.
Employee Engagement: Stop Measuring and Start Doing
Although 88 percent of companies measure employee engagement, few organizations succeed in creating an engagement-driven culture. Gallup surveys show that 68 percent of U.S. employees are “not engaged” or “actively disengaged”—resulting in lost organizational productivity and industry competitiveness.
In this interactive webinar, corporate performance experts discuss innovative ways to mobilize and sustain employee engagement by moving beyond metrics to actions that drive business results. By converting retrospective assessments into foresight-focused performance tools, managers and talent professionals can energize the organizational culture and boost business outcomes.
In this webinar, attendees will learn:
Practical “to-do’s” for improving employee engagement immediately.
Best practices for promoting sustainable, affordable engagement over time.
Tips to strengthen engagement through employee skill-building and career development.
Insights for fueling an engagement-friendly learning culture.
TempAlert Culture Code
This document outlines the mission and values of TempAlert, an organization that aims to improve decision making through monitoring technologies. Their core values are listed as People First, Be the Change, Mastery, Focus on HOW, and Honesty. They discuss how they hire people who demonstrate qualities like being Inspired, Effective, Humble, Adaptable, Loyal, and Collaborative. Leadership principles include Elevating others, Iterating based on feedback, Challenging convention, Simplifying processes, and having a positive Impact.
IMPACT Culture Code
Our culture is much more than we could ever put into a group of slides, but we did our best to pack as much of it into this Culture Code. Flip through to get a glimpse into what our agency is all about.
10 Best Practices of a Best Company to Work For
What does it take to be named a Best Company to Work for by FORTUNE magazine? For starters, a winning culture, collaboration, and creating an environment for learning and growth. Take a look at these slides for more ideas!
Recommandé
Company culture slides
This document discusses company culture and how to introduce agile methodologies. It defines culture as "how we do things in order to succeed." The core of a company's culture is either control, collaboration, competence or cultivation. While changing culture is difficult, starting with subgroups already aligned with agile values and focusing on solving problems can help facilitate the transition. Introducing agile practices should be an evolution, not an attempt to logically explain why agile works. Patience and involvement of others experienced with agile adoption is also advised.
Designing Culture Workshop
This document provides an overview of a workshop on designing organizational culture. It begins with welcoming participants and introducing the workshop agenda, which includes exercises for participants to look inside their own impact, assess their current culture, seek inspiration from other organizations, define their vision for culture, and design practices to achieve that vision. The workshop utilizes speed dating, ethnography, brainstorming, and other interactive exercises. It emphasizes principles like focusing on participants, making rather than telling, and inspiring creative confidence. The goal is for participants to leave with new understanding of culture and initial plans to shape the culture within their own organizations.
Company Culture
Company culture is important for organizations to have. It is defined as shared values and meanings held by members that guide how employees interact and work together. Having a strong, unified culture extracts the best from employees, promotes healthy relationships, and guides the organization towards success. However, cultures must also change over time to remain effective. Leaders need to deliberately design and practice culture through behaviors, attitudes and interests, rather than letting it form by default, which can lead to conflicts. Examples of company cultures include "Don't Be Evil" at Google and "Think Different" at Apple.
10 Dead Simple Ways to Improve Your Company Culture
The document outlines 10 steps to build a great company culture: 1) embrace transparency, 2) recognize and reward valuable contributions, 3) cultivate strong coworker relationships, 4) embrace and inspire employee autonomy, 5) practice flexibility, 6) communicate purpose and passion, 7) promote a team atmosphere, 8) encourage regular feedback, 9) stay true to core values, and 10) devote effort and resources to building culture. Following these steps such as being transparent, recognizing employees, and encouraging autonomy can help engage employees and create a strong organizational culture.
Employee Engagement: Stop Measuring and Start Doing
Although 88 percent of companies measure employee engagement, few organizations succeed in creating an engagement-driven culture. Gallup surveys show that 68 percent of U.S. employees are “not engaged” or “actively disengaged”—resulting in lost organizational productivity and industry competitiveness.
In this interactive webinar, corporate performance experts discuss innovative ways to mobilize and sustain employee engagement by moving beyond metrics to actions that drive business results. By converting retrospective assessments into foresight-focused performance tools, managers and talent professionals can energize the organizational culture and boost business outcomes.
In this webinar, attendees will learn:
Practical “to-do’s” for improving employee engagement immediately.
Best practices for promoting sustainable, affordable engagement over time.
Tips to strengthen engagement through employee skill-building and career development.
Insights for fueling an engagement-friendly learning culture.
TempAlert Culture Code
This document outlines the mission and values of TempAlert, an organization that aims to improve decision making through monitoring technologies. Their core values are listed as People First, Be the Change, Mastery, Focus on HOW, and Honesty. They discuss how they hire people who demonstrate qualities like being Inspired, Effective, Humble, Adaptable, Loyal, and Collaborative. Leadership principles include Elevating others, Iterating based on feedback, Challenging convention, Simplifying processes, and having a positive Impact.
IMPACT Culture Code
Our culture is much more than we could ever put into a group of slides, but we did our best to pack as much of it into this Culture Code. Flip through to get a glimpse into what our agency is all about.
10 Best Practices of a Best Company to Work For
What does it take to be named a Best Company to Work for by FORTUNE magazine? For starters, a winning culture, collaboration, and creating an environment for learning and growth. Take a look at these slides for more ideas!
Work Rules!
We spend more time working than doing anything else in life. Yet for too many people, the experience of work is demotivating and dehumanizing.
I don’t think it has to be this way, and I’m willing to bet you don’t either.
At Google, we’ve learned a ton about what makes for an enjoyable and productive workplace. We’re not alone – lots of other companies, ranging from grocers (e.g., Wegmans) to textile companies (e.g., the Brandix Group) to Brooklyn delis (e.g., Russ & Daughters), as well as academics and scientists, have learned the same simple truth: there are straightforward things we can do to make work better.
My new book, "Work Rules!", is an attempt to bring this together and offer you practical tools to improve work, no matter what you do. Check out this visual preview of the book and visit www.workrules.net if you’d like to pick up a copy or learn more!
Employee Engagement A To Z Slides
This document outlines key concepts for employee engagement from A to Z. It emphasizes that engagement begins with acceptance of all employees and ensuring everyone benefits. Strong leadership is needed to connect all parts of the organization and sustain engagement over time. Engagement provides energy that drives great performance when employees' work flows like water. It is important for managers to view employees as human beings and unlock their potential through meaningful work. Ultimately, engagement creates results when the focus is on purpose, understanding others, and a shared sense of "we" over "me".
Onboarding--Employee Socialization
Onboarding process starts with the recruitment process. Onboarding checklist, boarding process, engagement , training and development .Onboarding ---3months, 6months, 12months. Employee Retention, Organization Development . Employer Branding
Bold HR: Driving Business Value through People
This keynote presentation is from my keynote at the 2015 Bersin by Deloitte IMPACT conference. It describes the imperatives for HR leaders and professionals for the years ahead, and explains how innovation and creativity is needed to build business value in HR.
Culture Code: Creating A Lovable Company
IMPORTANT: Latest version at http://CultureCode.com (what is here is a very old version of the deck).
---
Crafting a Powerful Employee Value Proposition
Creating, refreshing or overhauling your Employee Value Proposition (EVP) is no simple undertaking. It must become a living asset that informs your people agenda, policies and processes. Here is the 10-step framework for planning and implementing your own authentic EVP.
Employee Value Propositions & Employer Branding
We answer the question, what is an EVP and Employer Brand? Outline your value offering to current and prospective employees and market your culture, to attract the best and right talent to your business.
Work culture
No one wants to live in a culture of negativity. People want to love their job and ultimately love and positivity always wins out
6 Ways to Improve Employee Engagement and Create a Culture of Learning
Relationships at work aren’t always easy. And no, we don’t mean office romance. When you hire a new employee – it’s a commitment and relationship. Both the organization and the employee saw something in each other that they loved. Recent research shows many of us are on the road to break-up.
So, how can we nurture our relationships and create a learning culture that is engaged and committed to learning?
Key Learning Objectives:
What is employee engagement and why it’s important
Key characteristics of an engaged learning culture
What can we do to improve employee engagement?
Key managerial competencies and challenges
9 Unique Traits of High-Performing Teams
High-performing teams have several traits in common that make them successful. Some of the key traits include embracing diversity of backgrounds, prioritizing work-life balance for all members, and maintaining laser-like focus on goals. These teams also engage well together both during formal meetings and outside of meetings through open communication. Fostering strengths of all members, healthy debates, and group cohesion are other characteristics of top teams.
Employee Engagement
What is Employee Engagement, Classification of employee engagement,What motivates employee engagement and Advantages of employee engagement
What's Next: Employer Branding
How do you view your place of work? Companies are investing more in employee recruitment, retention and activation than ever before. Yet the challenges of attracting and optimizing top talent continue to be front of mind for the C-suite globally. In this session, we discuss all.
The Collaborative Organization Manifesto
A free ebook which serves as a pre-cursor to my book, The Collaborative Organization. The way we work is changing. New behaviors and technologies are entering the enterprise and organizations are struggling to adapt to these changes. This ebook is the first step in providing a resource that can help evolve businesses into Collaborative Organization's.
The Learning Academy
The document discusses establishing an effective Learning Academy. Key points include:
- The Academy should address forces of global change, build culture and leadership, develop competencies, and enable the organization to achieve its vision both for current and future needs.
- An Academy approach is preferable to individual programs as it takes a long-term, organized view with blended learning techniques to ensure learning is internalized and applied.
- Measuring the Academy's effectiveness includes impact surveys, certification rates, attendance, ROI/business impact, and employee feedback to continuously improve.
- Creating an Academy structure involves learning pathways, content, and various components like classroom sessions, coaching, virtual platforms, and assessments to execute the overall learning
Effective Ways to Motivate your Team
Teams are important for companies to get work done. Motivating a team increases the chances of achieving goals. The document provides tips for motivating teams such as paying employees well and competitively, offering self-development opportunities, providing a pleasant work environment, fostering collaboration, encouraging happiness, setting clear goals, avoiding micromanaging, and making meetings efficient. It also advertises business consulting services on Brazil from LRCL including translations, lectures, consulting, and country profiles.
Culture Code - E3 Reloaded - Making Work Suck Less
The document describes E3, a company that aims to create work environments where work doesn't suck. It outlines E3's vision of empowering employees through freedom, trust, feedback and failure. E3 believes bureaucracy and strict policies have made work a "dirty word" and that companies should trust employees to dress and take time off as they choose. The document introduces E3's small team and clientele, which includes change-makers seeking to disrupt mediocrity and challenge the status quo.
Onboard, Not Overboard. Accelerating New Hire Training | Webinar 03.19.15
This document discusses onboarding best practices for new employees. It defines onboarding as helping new hires acquire the necessary knowledge, skills, and behaviors to become effective members. A strong onboarding program offers many benefits like improved retention, productivity, and engagement. It recommends planning onboarding by integrating company goals and culture, outlining expectations, using technology for training, and involving managers. It also provides ways to measure the impact of onboarding through metrics like time to productivity, retention, and satisfaction.
Team Effectiveness
The document discusses topics related to team effectiveness including task and maintenance roles, leadership models, team profiles, norms, and groupthink. It provides definitions of teams and explores factors that influence individual and team performance. Some key aspects of effective teams mentioned are clearly understood goals, open communication, shared decision making, and problem solving as a group.
Five Steps to a world class onboarding program presentation
Onboarding is gaining a lot of traction in business lately – and for good reason. When implemented effectively, onboarding programs have been proven to dramatically reduce expenses by helping your new staff assimilate faster, stay longer, and deliver better. For mid-to-senior level managers who want to learn how it works - including best practices from companies that are getting it right – this presentation is a must-attend. Emily Bennington, coauthor of Effective Immediately: How to Fit In, Stand Out, and Move Up at Your First Real Job, will show you how to design and implement a successful onboarding program for your intern and new grad hires that will address both YOUR organizational goals and THEIR career planning needs. You’ve made a significant investment recruiting top talent, right? So keep the promise you’ve made during the hiring cycle and give them the best possible chance to succeed in your organization FROM BEFORE DAY ONE.
7 elements-workplace-culture
Discover the fundamentals that help build a positive, engaging workplace. Did you know that having an engaged, happy workforce can increase your profitability by more than 20%? Providing a positive workplace culture is essential to creating an engaging environment for your staff.
With great company culture, companies experience retained talent and new talent attraction, engaged and motivated employees and a changed, positive view of “work”.
LinkedIn’s Culture of Transformation
Culture is something we take pride in at LinkedIn. As the collective personality of our organization, it sets us apart, defines who we are and shapes what we aspire to be.
Hundreds of companies have defined their unique cultures on SlideShare as part of the Culture Code campaign. We thought it was important for LinkedIn to join in this effort; we want everyone, including our current and our future employees, to know exactly what it’s like to work here.
Revolutionize Your Customer Service Culture
This document discusses how to revolutionize a company's service culture. It recommends focusing on clear priorities, defining the service purpose and vision, using metrics that matter, reinforcing core beliefs, and being organized to support service. It provides examples of metrics like customer satisfaction, cost savings, and participation rates that can measure service quality. The goal is to create a highly engaging community resource where customers feel heard and have their needs met.
Contenu connexe
Tendances
Work Rules!
We spend more time working than doing anything else in life. Yet for too many people, the experience of work is demotivating and dehumanizing.
I don’t think it has to be this way, and I’m willing to bet you don’t either.
At Google, we’ve learned a ton about what makes for an enjoyable and productive workplace. We’re not alone – lots of other companies, ranging from grocers (e.g., Wegmans) to textile companies (e.g., the Brandix Group) to Brooklyn delis (e.g., Russ & Daughters), as well as academics and scientists, have learned the same simple truth: there are straightforward things we can do to make work better.
My new book, "Work Rules!", is an attempt to bring this together and offer you practical tools to improve work, no matter what you do. Check out this visual preview of the book and visit www.workrules.net if you’d like to pick up a copy or learn more!
Employee Engagement A To Z Slides
This document outlines key concepts for employee engagement from A to Z. It emphasizes that engagement begins with acceptance of all employees and ensuring everyone benefits. Strong leadership is needed to connect all parts of the organization and sustain engagement over time. Engagement provides energy that drives great performance when employees' work flows like water. It is important for managers to view employees as human beings and unlock their potential through meaningful work. Ultimately, engagement creates results when the focus is on purpose, understanding others, and a shared sense of "we" over "me".
Onboarding--Employee Socialization
Onboarding process starts with the recruitment process. Onboarding checklist, boarding process, engagement , training and development .Onboarding ---3months, 6months, 12months. Employee Retention, Organization Development . Employer Branding
Bold HR: Driving Business Value through People
This keynote presentation is from my keynote at the 2015 Bersin by Deloitte IMPACT conference. It describes the imperatives for HR leaders and professionals for the years ahead, and explains how innovation and creativity is needed to build business value in HR.
Culture Code: Creating A Lovable Company
IMPORTANT: Latest version at http://CultureCode.com (what is here is a very old version of the deck).
---
Crafting a Powerful Employee Value Proposition
Creating, refreshing or overhauling your Employee Value Proposition (EVP) is no simple undertaking. It must become a living asset that informs your people agenda, policies and processes. Here is the 10-step framework for planning and implementing your own authentic EVP.
Employee Value Propositions & Employer Branding
We answer the question, what is an EVP and Employer Brand? Outline your value offering to current and prospective employees and market your culture, to attract the best and right talent to your business.
Work culture
No one wants to live in a culture of negativity. People want to love their job and ultimately love and positivity always wins out
6 Ways to Improve Employee Engagement and Create a Culture of Learning
Relationships at work aren’t always easy. And no, we don’t mean office romance. When you hire a new employee – it’s a commitment and relationship. Both the organization and the employee saw something in each other that they loved. Recent research shows many of us are on the road to break-up.
So, how can we nurture our relationships and create a learning culture that is engaged and committed to learning?
Key Learning Objectives:
What is employee engagement and why it’s important
Key characteristics of an engaged learning culture
What can we do to improve employee engagement?
Key managerial competencies and challenges
9 Unique Traits of High-Performing Teams
High-performing teams have several traits in common that make them successful. Some of the key traits include embracing diversity of backgrounds, prioritizing work-life balance for all members, and maintaining laser-like focus on goals. These teams also engage well together both during formal meetings and outside of meetings through open communication. Fostering strengths of all members, healthy debates, and group cohesion are other characteristics of top teams.
Employee Engagement
What is Employee Engagement, Classification of employee engagement,What motivates employee engagement and Advantages of employee engagement
What's Next: Employer Branding
How do you view your place of work? Companies are investing more in employee recruitment, retention and activation than ever before. Yet the challenges of attracting and optimizing top talent continue to be front of mind for the C-suite globally. In this session, we discuss all.
The Collaborative Organization Manifesto
A free ebook which serves as a pre-cursor to my book, The Collaborative Organization. The way we work is changing. New behaviors and technologies are entering the enterprise and organizations are struggling to adapt to these changes. This ebook is the first step in providing a resource that can help evolve businesses into Collaborative Organization's.
The Learning Academy
The document discusses establishing an effective Learning Academy. Key points include:
- The Academy should address forces of global change, build culture and leadership, develop competencies, and enable the organization to achieve its vision both for current and future needs.
- An Academy approach is preferable to individual programs as it takes a long-term, organized view with blended learning techniques to ensure learning is internalized and applied.
- Measuring the Academy's effectiveness includes impact surveys, certification rates, attendance, ROI/business impact, and employee feedback to continuously improve.
- Creating an Academy structure involves learning pathways, content, and various components like classroom sessions, coaching, virtual platforms, and assessments to execute the overall learning
Effective Ways to Motivate your Team
Teams are important for companies to get work done. Motivating a team increases the chances of achieving goals. The document provides tips for motivating teams such as paying employees well and competitively, offering self-development opportunities, providing a pleasant work environment, fostering collaboration, encouraging happiness, setting clear goals, avoiding micromanaging, and making meetings efficient. It also advertises business consulting services on Brazil from LRCL including translations, lectures, consulting, and country profiles.
Culture Code - E3 Reloaded - Making Work Suck Less
The document describes E3, a company that aims to create work environments where work doesn't suck. It outlines E3's vision of empowering employees through freedom, trust, feedback and failure. E3 believes bureaucracy and strict policies have made work a "dirty word" and that companies should trust employees to dress and take time off as they choose. The document introduces E3's small team and clientele, which includes change-makers seeking to disrupt mediocrity and challenge the status quo.
Onboard, Not Overboard. Accelerating New Hire Training | Webinar 03.19.15
This document discusses onboarding best practices for new employees. It defines onboarding as helping new hires acquire the necessary knowledge, skills, and behaviors to become effective members. A strong onboarding program offers many benefits like improved retention, productivity, and engagement. It recommends planning onboarding by integrating company goals and culture, outlining expectations, using technology for training, and involving managers. It also provides ways to measure the impact of onboarding through metrics like time to productivity, retention, and satisfaction.
Team Effectiveness
The document discusses topics related to team effectiveness including task and maintenance roles, leadership models, team profiles, norms, and groupthink. It provides definitions of teams and explores factors that influence individual and team performance. Some key aspects of effective teams mentioned are clearly understood goals, open communication, shared decision making, and problem solving as a group.
Five Steps to a world class onboarding program presentation
Onboarding is gaining a lot of traction in business lately – and for good reason. When implemented effectively, onboarding programs have been proven to dramatically reduce expenses by helping your new staff assimilate faster, stay longer, and deliver better. For mid-to-senior level managers who want to learn how it works - including best practices from companies that are getting it right – this presentation is a must-attend. Emily Bennington, coauthor of Effective Immediately: How to Fit In, Stand Out, and Move Up at Your First Real Job, will show you how to design and implement a successful onboarding program for your intern and new grad hires that will address both YOUR organizational goals and THEIR career planning needs. You’ve made a significant investment recruiting top talent, right? So keep the promise you’ve made during the hiring cycle and give them the best possible chance to succeed in your organization FROM BEFORE DAY ONE.
7 elements-workplace-culture
Discover the fundamentals that help build a positive, engaging workplace. Did you know that having an engaged, happy workforce can increase your profitability by more than 20%? Providing a positive workplace culture is essential to creating an engaging environment for your staff.
With great company culture, companies experience retained talent and new talent attraction, engaged and motivated employees and a changed, positive view of “work”.
Tendances (20)
6 Ways to Improve Employee Engagement and Create a Culture of Learning
6 Ways to Improve Employee Engagement and Create a Culture of Learning
Culture Code - E3 Reloaded - Making Work Suck Less
Culture Code - E3 Reloaded - Making Work Suck Less
Onboard, Not Overboard. Accelerating New Hire Training | Webinar 03.19.15
Onboard, Not Overboard. Accelerating New Hire Training | Webinar 03.19.15
Five Steps to a world class onboarding program presentation
Five Steps to a world class onboarding program presentation
En vedette
LinkedIn’s Culture of Transformation
Culture is something we take pride in at LinkedIn. As the collective personality of our organization, it sets us apart, defines who we are and shapes what we aspire to be.
Hundreds of companies have defined their unique cultures on SlideShare as part of the Culture Code campaign. We thought it was important for LinkedIn to join in this effort; we want everyone, including our current and our future employees, to know exactly what it’s like to work here.
Revolutionize Your Customer Service Culture
This document discusses how to revolutionize a company's service culture. It recommends focusing on clear priorities, defining the service purpose and vision, using metrics that matter, reinforcing core beliefs, and being organized to support service. It provides examples of metrics like customer satisfaction, cost savings, and participation rates that can measure service quality. The goal is to create a highly engaging community resource where customers feel heard and have their needs met.
10 Customer Service Quotes to Inspire a More Customer Centric Culture
10 customer service quotes from customer-centric industry leaders such as Richard Branson, Jeff Bezos, Tony Hsiesh and more.
6 Steps to Creating the Customer-Focused Culture
The document provides information about an upcoming webinar on creating a customer-centric culture presented by Shep Hyken. It includes Hyken's biography noting his experience working with Fortune 100 companies. It then summarizes key points from the webinar about what makes great companies focus on more than just products, the importance of customer service, and outlines a six step process ("The 6 D's") for building a customer-centric culture that includes defining, disseminating, deploying, demonstrating, defending, and delighting in the customer-centric approach.
Creating customer centric culture for your organisation
This presentations shows you how you can create a customer centric culture into your organisation. All techniques presented here are proven to work in organisations all over the world. Do not hesitate to contact me for a discussion on how to implement it in your organisation.
Connect with me in LinkedIn: http://linkedin.com/in/janneohtonen
Philippine culture
Philippine culture is a blend of Eastern and Western influences, exhibiting aspects of other Asian cultures with Malay heritage as well as significant Spanish and American influences. Traditional festivals celebrating patron saints are common. Philippine cuisine has evolved over centuries from its Malayo-Polynesian roots into a mixed cuisine with Hispanic, Chinese, American and other Asian influences adapted to local ingredients. Popular dishes include lechon, adobo, sinigang, kare-kare, tapa, crispy pata, pancit, lumpia and halo-halo. Various sports like basketball, boxing, volleyball, football, badminton, and billiards are popular in the Philippines.
Defining Culture
Defines Culture According to E.B. Tylor; Lists and discusses five attributes of culture as learned, symbolic, shared, integrated, and adaptive
Philippine Cultural System
The document summarizes the key elements of Philippine culture and the current state of its cultural system. It discusses that Philippine culture is rich but has struggled with establishing a strong national identity since Western colonization. Major challenges facing Philippine culture include the Filipino diaspora undervaluing their own culture, linguistic differences dividing ethnic groups, and overpopulation exacerbating poverty. Colonization, media exposure to Western ideas, technology enabling more cultural mixing, and the country's import/export-oriented economy have been key factors shaping the current character of the Philippine cultural system.
Creating a Culture of Service Excellence
This document discusses creating and sustaining a culture of service excellence. It covers the six principles of service excellence, which include having a clear vision and mission, aligning business objectives with customer service standards, implementing learning strategies for employees, ensuring organizational alignment, and using measurement and accountability. The six principles create three levels of organizational effectiveness by establishing the basis for culture, sustainability, and credibility. Leadership plays a key role in aligning the organization and holding employees accountable to deliver service excellence.
Organisation
This document discusses organizational structures and cultures. It covers common organizational designs like simple, bureaucratic and matrix structures. It also discusses elements of organizational structure such as work specialization, chain of command, and departmentalization. Additionally, it examines characteristics, functions and types of organizational culture, including dominant and subcultures. Organizational culture influences behaviors and provides a sense of identity and commitment, though it can also act as a barrier to change, diversity and mergers.
Introduction to Cultural Heritage
This document provides an introduction to cultural heritage. It defines heritage as anything important passed to future generations. Heritage is divided into natural heritage like landscapes and cultural heritage like traditions. Cultural heritage includes tangible sites and monuments as well as intangible aspects like folklore. Understanding a site's historical, social, aesthetic, and scientific significance helps determine management policies. Cultural identity is nurtured by a country's cultural heritage through understanding tangible sites and cultural behaviors, values, and traditions.
Mass Ave Wine Shop Continued
The documents provide information about Indiana University School of Medicine, including its student council and newsletter, as well as about local businesses Genco Pastries and Green Light Toys and Mass Ave Wine Shop based in Broad Ripple, Indiana. The brochures and articles describe the programs, activities, and services offered by these organizations.
American Revolution
The document provides background information on key terms and events related to the American Revolution. It discusses military strategies used by the Americans and British, as well as campaigns in different phases of the war. Key battles and their outcomes are described, such as the Battles of Trenton and Yorktown. The document also covers political developments like the Articles of Confederation, weaknesses that led to its replacement, and events influencing the drafting of the U.S. Constitution like Shays' Rebellion.
Legal and ethical issues
The document discusses legal and ethical issues for using technology in the classroom. It addresses topics like cyberbullying, proper email etiquette, and viruses that should be discussed. Teachers should cite sources and be good role models by displaying proper technology use. Permission is required to post any student information or work online. Resources are provided on ethical technology use.
Sodium hydroxide
Sodium hydroxide, also known as caustic soda, is a strong base with the chemical formula NaOH. It is an ionically bonded compound composed of sodium cations and hydroxide anions. Sodium hydroxide is a white crystalline solid that is highly soluble in water. It is commonly used for neutralizing acids and in the manufacture of soaps, paper, and aluminum products due to its strong basic properties.
Managing vmware with power cli
PowerCLI allows users to automate tasks in their VMware vSphere environment. It provides commands to manage ESXi hosts, virtual machines, and vCenter configurations from PowerShell. PowerCLI saves administrators time by automating repetitive tasks. It also helps identify problems early by allowing monitoring of the virtual environment. While PowerCLI has limitations, its integration with PowerShell and ability to access VMware APIs make it a powerful tool for automating and reporting on VMware infrastructure.
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This document discusses how to deliver maximum desktop virtualization performance and user satisfaction. It outlines some of the challenges organizations face with traditional monitoring tools, including high support costs, slow applications, and user frustration. It then describes how the eG Enterprise tool can help by providing rapid response to user problems, reducing the time to fix issues, enabling organizations to minimize downtime, optimize infrastructure usage, and know when to add more capacity. The document provides examples of dashboards and reports that eG Enterprise can generate. It argues that these capabilities can help boost user satisfaction, reduce IT costs, lower infrastructure expenses, and ensure projects are delivered on time and on budget.
Colonial government
Colonial governments had assemblies elected by colonists to make laws, but were overseen by royal governors appointed by the king. This caused tensions, as the governors did not always agree with the assemblies. Virginia had the most successful assembly, the House of Burgesses, which other colonies copied. It allowed laws on taxes, money, land, and militias. Famous early Virginians like Jefferson, Henry, and Washington served in the House of Burgesses. The colonists were inspired to govern themselves by documents like the Mayflower Compact, Fundamental Orders of Connecticut, and Magna Carta.
En vedette (20)
10 Customer Service Quotes to Inspire a More Customer Centric Culture
10 Customer Service Quotes to Inspire a More Customer Centric Culture
Creating customer centric culture for your organisation
Creating customer centric culture for your organisation
Similaire à Company Culture - defining your company culture
Jumpstart Your Company Culture
As companies compete to find — and keep — skilled staff, creating and maintaining an appealing company culture can go a long way when recruiting and retaining employees.
The cultural environment is not only the core of daily life in the workplace, but it also helps establish your brand identity.
Before constructing — or improving — the cultural tone of your brand, be sure it’s not only consistent and identifiable but also easy for your team (and new hires) to embody. Explore five vital steps for building an enduring company culture.
Looking ahead to small business success? For more tips on creating a meaningful company culture, visit the Staples Small Business Hub: https://www.staples.com/content-hub.
Tangoo Culture Blueprint
The values we live for here at Tangoo! What on here do you live for? Share your thoughts by commenting or applying.
Building An Entrepreneurial Culture
This document discusses how to build an entrepreneurial culture within a company. It states that an entrepreneurial culture is an attitude, values, skills, and power of a group that allows employees to identify opportunities, take risks, and make decisions. It emphasizes constant communication, encouraging curiosity and feedback. Building customer loyalty and adapting to change are also important. Maintaining a start-up culture involves clearly identifying the company's mission and values, making values-aligned hiring decisions, having authentic and accessible founders, and gathering regular feedback.
Getting Started: Company Culture Infographic
Follow these top tips to get your company culture headed in the right direction. For more check out the Benefits Blog: http://austinbenefits.com/getting-started-company-culture-infographic/
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Great brands don't sell - they build lasting relationships. Red Caffeine's Founder and CEO, Kathy Steele, talked brand stories and archetyping with the Professional Club Marketing Association. Check out the deck to learn why humanizing your brand is a smart business decision.
Your people are your brand
Today your brand is not determined by the Marketing or PR department but by the people who work for you and the customers who use your products and services. Your staff are your brand ambassadors so how do you build the right workplace culture that supports your brand and connects better with your target audience for business success.
Hiring for Cultural Fit: How to Create A Happier, More Loyal Workforce
In this webinar, OnPoint Consulting Managing Partner Darleen DeRosa will guide hiring managers through the art of assessing employees for cultural fit—that intangible factor that often determines whether they’ll stay for the long haul or move on after six months.
newsgator - grover 050613 FINAL II
The document discusses the importance of company culture and a leader's responsibility to deliver on the culture promise. It states that company culture is to talented employees as brand is to potential consumers, acting as a differentiator and attracting people who share the same values. Culture builds the foundation for teamwork and defines how people will work together beyond just a collection of individuals. While culture is driven by various factors, leaders must advocate for and protect the culture through their behavior, communication, and how they run the business. HR's role is to provide tools and coaching to help leaders drive the desired culture.
How great leaders inspire success - Catersource 2013
Warren Dietel, CEO of Puff 'n Stuff Catering, discusses how great leaders inspire success. He explains that great leaders drive pride and ownership in employees by involving them in decision making. Leaders also focus on communicating their company's purpose and values to inspire employees. Finally, leaders leverage important traits like purpose and human connection to inspire customers and drive business results.
Your people are your brand
Today your brand is not determined by the Marketing or PR department but by the people who work for you and the customers who use your products and services. Your staff are your brand ambassadors so how do you build the right workplace culture that supports your brand and connects better with your target audience for business success.
Building-Process-of-Strong-Corporate-Culture
The document discusses elements that contribute to building a strong corporate culture. It identifies clear mission, respect among employees, solid communication, and superior performance as key elements of a strong culture. It also discusses defining the culture, teaching and living the culture, measuring the culture, and rewarding behaviors that support the culture as important for building an organizational culture. Finally, it notes that defining a legacy, hiring smartly, being ready to change, keeping the culture authentic, and involving employees are important for building a strong corporate culture.
Self Promotion
This document provides tips on how to market and promote yourself as a professional. It emphasizes that we are all marketers and marketing is key to helping people and building a successful career and business. It recommends finding your purpose and writing career goals, shifting to an entrepreneurial mindset, and determining your value and unique benefits. Specific tips include becoming an expert in your field, public speaking, networking, community involvement, using social media, asking for referrals, building a contact database, and continually learning. Resources for further learning include books and websites on marketing and blogging.
Master's certificate in sales management day 1 (march 2016)
This document provides an agenda and background information for a sales strategy workshop. The agenda covers topics like developing a strategic framework, differentiating through purpose and culture, and setting up an effective strategic planning cycle. Background details are provided on the workshop facilitator, including his experience in sales and marketing leadership roles. Examples are given of strategic frameworks like the four actions framework and strategy canvas tool that will be covered in the workshop.
Inspirational Leadership
The document discusses the roles of an inspirational leader. An inspirational leader provides an inspiring vision, strategic alignment, and helps people connect personal goals to business goals. They make innovation a priority, encourage entrepreneurship and experimentation, empower and trust employees, coach people to achieve more, promote teamwork and diversity, motivate and recognize people, encourage risk-taking, and make business fun. An inspirational leader promotes a culture where people value themselves, each other, the company and customers.
People = performance infographic
The document discusses how people management is linked to business performance and provides reasons why focusing on people can improve efficiency. It notes that adopting improved people management approaches across UK businesses could boost the economy by up to 10% in efficiency gains. Smaller businesses in particular could see efficiency increase by up to 17% by recognizing and rewarding employee performance. The document also emphasizes the importance of employee engagement, organizational values and behaviors, purpose and vision alignment, and using appropriate performance measures and analytics to motivate workers and improve business outcomes.
Culture cultivation at Startups: Crux of your Business Model
From B2B and B2C, we have moved to an era of H2H (Human to human). Your organization culture is fast becoming crux of your Value proposition to the customers. This talk provides insights on what constitutes culture and how it can impact organisational growth. Understand cultural building blocks and steps to cultivate a strong culture. Discussion on live examples where culture has come to organization’s rescue and continues to take Centre stage in the business.
ORGANIZATIONAL.pptx
The document discusses organizational culture, defining it as including expectations, philosophy, values, self-image, interactions, and future expectations expressed through behaviors and shared attitudes, beliefs, rules and habits. Culture also includes an organization's vision, values, norms, systems, symbols, language, assumptions and habits. Simply put, organizational culture is "the way things are done around here." The document then profiles different types of organizational cultures like innovative, aggressive, outcome-oriented, stable, people-oriented, team-oriented and detail-oriented cultures. It also lists qualities of a great culture like alignment, appreciation, trust, performance, resilience, teamwork, integrity, innovation and psychological safety. Finally, it provides examples of Google's culture
April 2013 newsletter article
The document discusses organizational culture and provides a five-step recipe for consciously shaping a company's culture: 1) define the culture in writing so there is consensus, 2) communicate the culture at every opportunity through stories and discussions, 3) live the culture through actions and leadership, 4) measure elements of the culture to track progress, and 5) reward behaviors that reinforce the desired culture. It emphasizes that changing culture takes years of persistent effort through open communication and ensuring actions match stated values.
Creating A Winning Culture As A Leader
Susan Appleton discusses creating a winning culture as a leader. She defines culture as the social order and personality of a business that shapes attitudes, behaviors, and energy around a shared purpose. Appleton identifies six attributes of a winning culture: guiding principles and vision; 360 degree communication; leadership and management behaviors; the right people and processes; an established style; and aligning with business strategy to achieve positive outcomes. She advises leaders to be self-aware, have principles and values guide behaviors
Lunch & Learn: Lessons On Company Culture
The Change School provides holistic learning experiences to help individuals and organizations navigate change. It designs experiential programs to develop people's potential and encourage continuous learning. Case studies of companies like Zappos and Starbucks show how important company culture is to success, engagement, and performance. Lessons include hiring for culture fit, aligning culture with business goals, and prioritizing continued learning and appreciation. The Change School offers tools and programs to assess and improve organizational culture.
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Kick off
This document provides recommendations for marketing an app, including focusing on the product or service, being analytical of data, integrating marketing by building engagement and ownership over time, and using app details like name, images, description and screenshots to represent the product on its page. It cautions against quick fixes or relying only on followers for marketing success and recommends deeper engagement strategies instead.
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This document contains a collection of short phrases and quotes on various topics related to marketing, technology, and business. Some key themes that emerge are the importance of creating a great product, managing customer expectations and experiences, building trust and authentic relationships with consumers, and adapting to changing technologies and consumer behaviors. The document also questions common practices and advocates for transparency, empathy, deeper thinking about privacy and ethics, and listening to customers.
The pitch - what they don´t tell you
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There is a lot of luck, but mostly empathy plays a large role in the decision - empathy created with the judges, this assuming your idea doesn't suck.
Festival In 15112013 - Every Company Is a Media Company
This document discusses why the author decided to write over 1,000 articles in 2 years for a blog with no advertising. The key reasons include building communities, creating goodwill, sharing knowledge, building reputation through association, driving traffic to the blog from search engines, and experimenting with different types of content like facts, analysis, opinions, and breaking news. While the blog generates no revenue from advertising, the author believes it can be monetized through other means like conferences, speaking engagements, and advisory work to apply the knowledge gained from content creation and build their personal brand.
Big Business Model Workshop
This document discusses business models and provides guidance on designing an effective business model canvas. It describes a business model as explaining how an organization creates, delivers, and captures value. It then discusses using the business model canvas as a tool to help generate business models and presents a variation of the canvas tailored for app and web products. The document emphasizes the importance of the business model over the specific product and provides an overview of a roadmap for customer discovery, validation, and company creation when developing a business model.
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一比一原版新西兰奥塔哥大学毕业证（otago毕业证）如何办理
一模一样【微信：A575476】【新西兰奥塔哥大学毕业证（otago毕业证）成绩单Offer】【微信：A575476】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
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2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
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选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
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Nathalie zal delen hoe DEI en ESG een fundamentele rol kunnen spelen in je merkstrategie en je de juiste aansluiting kan creëren met je doelgroep. Door middel van voorbeelden en simpele handvatten toont ze hoe dit in jouw organisatie toegepast kan worden.
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Accounting apps can help with that! They resemble your private money manager.
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The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
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永久可查学历认证【微信：A575476】【(QMUE毕业证书)英国爱丁堡玛格丽特女王大学毕业证成绩单Offer】【微信：A575476】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
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Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka
NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...
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Top 10 Free Accounting and Bookkeeping Apps for Small Businesses
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Zodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
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Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...
Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...
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Call8328958814 satta matka Kalyan result satta guessing
Call8328958814 satta matka Kalyan result satta guessing
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart
❼❷⓿❺❻❷❽❷❼❽ Dpboss Matka Result Satta Matka Guessing Satta Fix jodi Kalyan Fin...
❼❷⓿❺❻❷❽❷❼❽ Dpboss Matka Result Satta Matka Guessing Satta Fix jodi Kalyan Fin...
Company Culture - defining your company culture
- 1. CULTURE How Culture Can Define The Success Of Your Startup
- 3. CULTURE
- 11. just figure out what your personal values are then just make those the company values
- 12. core values
- 15. ZAPPOS 10 CORE VALUES 1. Deliver WOW Through Service 2. Embrace and Drive Change 3. Create Fun and a Little Weirdness 4. Be Adventurous, Creative, and Open-Minded 5. Pursue Growth and Learning 6. Build Open and Honest Relationships With Communication 7. Build a Positive Team and Family Spirit 8. Do More with Less 9. Be Passionate and Determined 10.Be Humble
- 18. Google Photos tags black people as 'gorillas', puts pictures in special folder 1 July 2015
- 19. Google's tech workforce is far less diverse than its overall workforce