Incentives complexity
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There is complexity in motivation that warrants greater attention. Incentives, while intended to motivate, can have unintended consequences. Specifically, incentives work well up to a certain optimal range but preferences may change. Additionally, incentives can create a feedback loop that leads to non-linear and disproportionate results over time, risking disparities within an organization that weaken it. A balanced mix of incentives is recommended to avoid these issues.
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Similaire à Incentives complexity
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When you, as a manager, uncover an employee’s competing commitment, behavior that has seemed irrational and ineffective suddenly becomes stunningly sensible and masterful—but unfortunately, on behalf of a goal that conflicts with what you and even the employee are trying to achieve. You find out that the project leader who’s dragging his feet has an unrecognized competing commitment to avoid the even tougher assignment—one he fears he can’t handle—that might come his way next if he delivers too successfully on the task at hand. Or you find that the person who won’t collaborate despite a passionate and sincere commitment to teamwork is equally dedicated to avoiding the conflict that naturally attends any ambitious team activity.
In these pages, we’ll look at competing commitments in detail and take you through a process to help your employees overcome their immunity to change. The process may sound straightforward, but it is by no means quick or easy. On the contrary, it challenges the very psychological foundations upon which people function. It asks people to call into question beliefs they’ve long held close, perhaps since childhood. And it requires people to admit to painful, even embarrassing, feelings that they would not ordinarily disclose to others or even to themselves. Indeed, some people will opt not to disrupt their immunity to change, choosing instead to continue their fruitless struggle against their competing commitments.
As a manager, you must guide people through this exercise with understanding and sensitivity. If your employees are to engage in honest introspection and candid disclosure, they must understand that their revelations won’t be used against them. The goal of this exploration is solely to help them become more effective, not to find flaws in their work or character ...
Breaking the Chains of Culture - Slides used in Webinar with the Best Practic...
This set of slides is a subset of the slides used in the Best Practices Institute Webinar on Trust by Dr. George Vukotich in March of 2009.
https://bestpracticeinstitute.org/cgi-bin/expert_profile.pl?id=256&cmd=webinars
Here We Go Again: Leading in Tough Times (a ChangeThis Manifesto by Lee J. Co...
Here We Go Again: Leading in Tough Times
"Have you been wishing for the good old days lately? Or at least to rewind the economic clock 12 months? Leading a company during a slowing economy has plenty of challenges: What should you change, stop or continue doing?"
Team leadership and motivationTeam leadership and mo.docx
This document discusses effective ways to motivate teams to achieve their goals. It analyzes different motivators for teams and which ones are most effective at motivating employees. Some key motivators discussed include discussing the benefits of success, keeping teams interested, setting reasonable objectives, offering financial incentives, recognizing good performance, competition between teams, promoting from within, enhancing the working environment, and soliciting employee input. Both intrinsic and extrinsic motivators are examined, noting that intrinsic motivation is generally more effective but extrinsic motivators can also be useful in certain situations.
Week 4 Exercise responsesThe Flexible WorkforceAfter viewing.docx
Week 4 Exercise responses
The Flexible Workforce
After viewing “Lyft, Uber, and Sidecar” and the “Eat With” videos, predict the problems that will continue to plague innovators in the flexible workforce. Use at least two sources in addition to the text to support your position. Respond to the two classmates’ posts listed below.
Respond to Bradley Skiba post
I think what it boils down to is resistance to change. It's in all of us. As a whole, people are very hesitant to embrace change. We like things the way they are. Organizations are not immune from change, either. Indeed, "some organizations change more quickly, dramatically, and more easily than others: Compare Apple with the Roman Catholic Church. Obviously it has something to do with their product, their culture, and, most important, their competition." (Furnham, 2016) As our society changes, our wants and needs change. Many organizations are capitalizing on our shift from big business to independent agencies. When you consider the agencies we saw in this week's videos, we see people working for themselves, setting their own hours and locations. It's a wonderful system that puts the control in the hands of the people. Not just the people working, but the people seeking these services. As the ride-sharing video says (and I summarize): customers are able to choose their provider based on other customers' reviews. This, also according to the video, mitigates the need for regulation.
Based on both videos, and the government's reluctance to allow these agents to operate freely, as they have been, some sort of compromise needs to be put into place. Some insurance companies offer ride-sharing insurance, which I think is important, but is more than that really needed? I understand the kickback from cab companies. They've been operating for years and I'm sure their business is down considerably, but given the choice, I'd definitely pick an independent driver over a cab company. I haven't done it (yet) but it seems like more fun and seems much more personal than a cab (which I have done).
I will say that maybe there should be more oversight regarding Eat With. It sounds like an awesome experience, but if you're profiting from serving people food, even in your own home, then there should be some sort of regulation in place. One thing they might consider is, rather than having a set price, offering a suggested donation to the person(s) providing the meal. By making payment "optional", they may be able to avoid some of these regulations.
Reference
https://www.psychologytoday.com/blog/sideways-view/201610/resistance-change (Links to an external site.)Links to an external site.
Respond to Francisco Santos post
It is obvious to me after viewing the videos “Lyft, Uber, and Sidecar” and “Eat With, some of the problems that will continue to plague innovators in the flexible force will be the government, regulations, and resistance to change. Even with the current administration cutting back on go.
Please answer the 4 questions at the end please do all of them at th.pdf
Please answer the 4 questions at the end please do all of them at the same time you can't answer
one and leave the other they are related to the same article thank you
Causes and Outcomes of Conflict
There are many potential root causes of conflict at work. Well go over six of them here.
Remember, anything that leads to a disagreement can be a cause of conflict. Although conflict is
common to organizations, some organizations have more than others.
Causes of Conflict
Organizational Structure
Conflict tends to take different forms, depending on the organizational structure. For example, if
a company uses a matrix structure as its organizational form, it will have decisional conflict built
in, because the structure specifies that each employee report to two bosses. For example, the
multinational power company with headquarters in Switzerland, ABB Ltd. is organized around
the world in a matrix structure based on the dimensions of country and industry. This structure
can lead to confusion as the companys 147,000 employees are divided across 100 countries into
four global divisions, with each division focusing on different industries and products.
Limited Resources
Resources such as money, time, and equipment are often scarce. Competition among people or
departments for limited resources is a frequent cause for conflict. For example, cutting-edge
laptops and other devices are expensive resources that may be allocated to employees on a need-
to-have basis in some companies. When a group of employees have access to such resources
while others do not, conflict may arise among employees or between employees and
management. While technical employees may feel that these devices are crucial to their
productivity, employees with customer contact such as sales representatives may make the point
that these devices are important for them to make a good impression to clients. Because
important resources are often limited, this is one source of conflict many companies have to live
with.
Task Interdependence
Another cause of conflict is task interdependence; that is, when accomplishment of your goal
requires reliance on others to perform their tasks. For example, if youre tasked with creating
advertising for your product, youre dependent on the creative team to design the words and
layout, the photographer or videographer to create the visuals, the media buyer to purchase the
advertising space, and so on. The completion of your goal (airing or publishing your ad) is
dependent on others.
Incompatible Goals
Sometimes conflict arises when two parties think that their goals are mutually exclusive. Within
an organization, incompatible goals often arise because of the different ways department
managers are compensated. For example, a sales managers bonus may be tied to how many sales
are made for the company. As a result, the individual might be tempted to offer customers
freebies such as expedited delivery in order to make the sale. In contrast, a transportation
man.
Answer 1Answer 7Title.docx
Answer 1
Answer 7
Title
Author
Institutional Affiliation
1. Human resource manager use motivating force plot so as to support and also advertise particular conduct and activities. A prime requirement for some organizations is to profit from diligent work from persuaded workers. Roused workers have a high inclination of showing superior and to responsibility to their firm.
HRM should along these lines focus a remuneration structure which meets the elevated requirements of representatives and the particular case that will fit the way of the association. Motivation Pay is a piece of Employee inspiration program that I as a HR Manager at an organization ought to apply. Motivations could be Financial, semi- monetary or non-money related Incentive pay comes in three structures: bunch motivators, singular motivating forces and additionally companywide impetuses. The destination of my impetus arrange in organization affirmations office is to achieve a most extreme understudy confirmations come about that has been upgraded by the laborers.( Mark L. Lengnick-Hall (2009))
Bunch motivation As a HR supervisor, I will consider bunch motivating force arrangements to remunerate and persuade the affirmations group execution in gathering genuine organization target and objectives. My gathering motivator arrangements will work to guarantee that all parts of the confirmation group have some positive effect on accomplishing the group's affirmation target and parts make equivalent and critical commitments to gathering the set targets. The Team-based motivation arrangements will compensate each individual part for the group's achievement of Company confirmation objectives. I will consider Gain offering arrangements to compensate affirmation group for acquiring objectives that will help expanded confirmations through better client administration, enhanced execution, and enhancements in client relations. I will settle the term of impetus to hold workers the centering. The workers ought to be constantly reminded about the group’s objective so as not to dismiss their point.
The real focal point of bunch's motivating forces is to guarantee that the quest for individual execution objectives won't help undesirable rivalry inside the affirmations staff Sorts of bunch's motivating forces will incorporate administration impetuses, piecework arranges and also behavioral support plans. The workers will be roused on the premise of compensation or rewards on the achievement of organization focuses from execution to behavioral. (Y Yanadori (2013))
1. Motivator pay will be focused around the expand on number of understudies being enlisted by the confirmation group from the past affirmation aggregate number of understudies selected This would help in spurring the group of workers to enlist more number of understudies by taking proactive measures as swell as being productive and dedicated.
2. Capabilities and additionally scholarly foundation of under.
Fly Girls Steps For Writing A Great Summary
The document provides steps for requesting writing assistance from HelpWriting.net, including creating an account, completing an order form with instructions and deadline, reviewing writer bids and choosing a writer, and revising the paper if needed. The service offers original writing, refunds for plagiarized work, and multiple revisions to ensure customer satisfaction.
From this article Kahneman, D., Lovallo, D., & Sibony, O. (2011.docx
From this article:
Kahneman, D., Lovallo, D., & Sibony, O. (2011a). Before you make that big decision. Harvard Business Review, 89(6).
This is the article in reference:
Dangerous biases can creep into every strategic choice. Here's how to find them--before they lead you astray
THANKS TO a slew of popular new books, many executives today realize how biases can distort reasoning in business. Confirmation bias, for instance, leads people to ignore evidence that contradicts their preconceived notions. Anchoring causes them to weigh one piece of information too heavily in making decisions; loss aversion makes them too cautious. In our experience, however, awareness of the effects of biases has done little to improve the quality of business decisions at either the individual or the organizational level.
Though there may now be far more talk of biases among managers, talk alone will not eliminate them. But it is possible to take steps to counteract them. A recent McKinsey study of more than 1,000 major business investments showed that when organizations worked at reducing the effect of bias in their decision-making processes, they achieved returns up to seven percentage points higher. (For more on this study, see "The Case for Behavioral Strategy," McKinsey Quarterly, March 2010.) Reducing bias makes a difference. In this article, we will describe a straightforward way to detect bias and minimize its effects in the most common kind of decision that executives make: reviewing a recommendation from someone else and determining whether to accept it, reject it, or pass it on to the next level.
For most executives, these reviews seem simple enough. First, they need to quickly grasp the relevant facts (getting them from people who know more about the details than they do). Second, they need to figure out if the people making the recommendation are intentionally clouding the facts in some way. And finally, they need to apply their own experience, knowledge, and reasoning to decide whether the recommendation is right.
However, this process is fraught at every stage with the potential for distortions in judgment that result from cognitive biases. Executives can't do much about their own biases, as we shall see. But given the proper tools, they can recognize and neutralize those of their teams. Over time, by using these tools, they will build decision processes that reduce the effect of biases in their organizations. And in doing so, they'll help upgrade the quality of decisions their organizations make.
The Challenge of Avoiding Bias
Let's delve first into the question of why people are incapable of recognizing their own biases.
According to cognitive scientists, there are two modes of thinking, intuitive and reflective. (In recent decades a lot of psychological research has focused on distinctions between them. Richard Thaler and Cass Sunstein popularized it in their book, Nudge.) In intuitive, or System One, thinking, impressions, associations, feeling.
Management 103 report
This document discusses various topics related to management and organizational behavior, including causes of conflict, types of conflict, perceptions of conflict, and strategies for resolving conflict. It also covers transactional analysis, sources of power in organizations, and political behaviors used to influence others. The key topics covered are the five main causes of conflict, the four main conflict resolution strategies, and the six main sources of power for leaders and managers.
Please answer the 4 questions at the end Causes and Outcomes of Co.pdf
Please answer the 4 questions at the end
Causes and Outcomes of Conflict
There are many potential root causes of conflict at work. Well go over six of them here.
Remember, anything that leads to a disagreement can be a cause of conflict. Although conflict is
common to organizations, some organizations have more than others.
Causes of Conflict
Organizational Structure
Conflict tends to take different forms, depending on the organizational structure. For example, if
a company uses a matrix structure as its organizational form, it will have decisional conflict built
in, because the structure specifies that each employee report to two bosses. For example, the
multinational power company with headquarters in Switzerland, ABB Ltd. is organized around
the world in a matrix structure based on the dimensions of country and industry. This structure
can lead to confusion as the companys 147,000 employees are divided across 100 countries into
four global divisions, with each division focusing on different industries and products.
Limited Resources
Resources such as money, time, and equipment are often scarce. Competition among people or
departments for limited resources is a frequent cause for conflict. For example, cutting-edge
laptops and other devices are expensive resources that may be allocated to employees on a need-
to-have basis in some companies. When a group of employees have access to such resources
while others do not, conflict may arise among employees or between employees and
management. While technical employees may feel that these devices are crucial to their
productivity, employees with customer contact such as sales representatives may make the point
that these devices are important for them to make a good impression to clients. Because
important resources are often limited, this is one source of conflict many companies have to live
with.
Task Interdependence
Another cause of conflict is task interdependence; that is, when accomplishment of your goal
requires reliance on others to perform their tasks. For example, if youre tasked with creating
advertising for your product, youre dependent on the creative team to design the words and
layout, the photographer or videographer to create the visuals, the media buyer to purchase the
advertising space, and so on. The completion of your goal (airing or publishing your ad) is
dependent on others.
Incompatible Goals
Sometimes conflict arises when two parties think that their goals are mutually exclusive. Within
an organization, incompatible goals often arise because of the different ways department
managers are compensated. For example, a sales managers bonus may be tied to how many sales
are made for the company. As a result, the individual might be tempted to offer customers
freebies such as expedited delivery in order to make the sale. In contrast, a transportation
managers compensation may be based on how much money the company saves on transit. In this
case, the goal might be to eliminate ex.
The human factor, the key to success in corporate mergers
Mergers and acquisitions are not simple processes. They have to do with numerous strategic decisions, involving all the people who make up the organizations related to them and trigger many significant changes.
Inside BCG's Smart Simplicity Approach
Today’s leaders are poorly served by conventional management theories and practices. Instead of helping executives manage the growing complexity of business, the supposed solutions only seem to make things worse. A new book from BCG outlines a better approach to managing complexity. The approach is called smart simplicity, and it hinges on six simple rules.
Retention And Turnover
The document discusses turnover and retention, outlining the difference between wanted and unwanted turnover. It provides a model of the various factors that impact turnover, including economic trends, industry trends, organizational characteristics, leadership and culture, skills development, rewards and recognition, job characteristics, and individual characteristics. Finally, it recommends six key areas to reduce unwanted turnover: early interventions, skill interventions, leadership interventions, rewards/recognition interventions, selection interventions, and job enrichment.
Lsii Conviction
1. The document discusses the importance of confidence for leaders and organizations. It argues that confidence creates a positive cycle where expectations of success lead to greater effort and performance.
2. Several benefits of confidence are outlined, including leadership continuity as winning teams attract and retain top talent long-term.
3. Jack Welch's views on confidence as a leader are presented, emphasizing the need to evaluate people, coach them, and build their self-confidence. The document stresses that failure and success are not single events but trajectories influenced by confidence.
Resilience: how to build resilience in your people and your organization
"It is not the strongest of the species that survives, nor the most intelligent that survives. It is the one that is the most adaptable to change."
- Charles Darwin
Those people who are familiar with our work know that we write quite a lot about the pace of change in our global business environment. It is continual, it is unrelenting, and it appears to be accelerating.
We cannot slow the pace of change, so do we give up? Throw our hands up and succumb to the tidal wave of knowledge that we are adrift and rudderless? And if not, what can we do to make our people and our organizations more resilient in the face of this ongoing pressure?
"Resilience: an ability to recover from or adjust easily to misfortune or change."
- Merriam-Webster Dictionary
It turns out that there are definitely steps that a manager can take to influence the resilience of both the organization and the individual.
The goal of this presentation is to provide a starting point for leaders and managers as they seek ways to battle back against the apathy and exhaustion that builds in everyone. It is not the final word in these matters – rather it is best considered a jumping off point for those who are looking for a different way.
So enjoy it, share it, and use it. Just let everyone know where you found it!
Senior Presentation
The document describes a senior's experience with his final year of high school, noting that while he was initially excited for events like prom, it ended up bringing problems after he met a girl in his class named Katherine. Most of the year was enjoyable but prom caused drama between the author and Katherine that left him stressed. The summary only provides a high-level overview as the full details of the experience and problems are not described in the given text.
Prosci's Top 10 Tactics for Managing Resistance.pdf
Utilizing Prosci's Top 10 Tactics for Managing Resistance will help you identify and focus on the correct issues so your teams can successfully navigate change and engage and adopt critical organizational changes.
Go through these slides to know more about Prosci's Top 10 Tactics for Managing Resistance.
Life cycle of a Corporate by Dr.Mahboob ali khan Phd
As organizations grow and age they progress through predictable lifecycle stages. Each stage brings increased organizational complexity as well as new and unique challenges. Strategy, structure, levels of delegation, goals, rewards systems and methods of operating usually differ quite markedly in each stage of the organization lifecycle. How well or how poorly leadership addresses the challenges and demands of each stage will determine the success or failure of the organization. The following is a brief description of each of the 10 stages of the corporate lifecycle:
Similaire à Incentives complexity (20)
HBRs 10 Must Reads on Change Management The Real Reason People.docx
HBRs 10 Must Reads on Change Management The Real Reason People.docx
Breaking the Chains of Culture - Slides used in Webinar with the Best Practic...
Breaking the Chains of Culture - Slides used in Webinar with the Best Practic...
Here We Go Again: Leading in Tough Times (a ChangeThis Manifesto by Lee J. Co...
Here We Go Again: Leading in Tough Times (a ChangeThis Manifesto by Lee J. Co...
Team leadership and motivationTeam leadership and mo.docx
Team leadership and motivationTeam leadership and mo.docx
Week 4 Exercise responsesThe Flexible WorkforceAfter viewing.docx
Week 4 Exercise responsesThe Flexible WorkforceAfter viewing.docx
Please answer the 4 questions at the end please do all of them at th.pdf
Please answer the 4 questions at the end please do all of them at th.pdf
From this article Kahneman, D., Lovallo, D., & Sibony, O. (2011.docx
From this article Kahneman, D., Lovallo, D., & Sibony, O. (2011.docx
Please answer the 4 questions at the end Causes and Outcomes of Co.pdf
Please answer the 4 questions at the end Causes and Outcomes of Co.pdf
The human factor, the key to success in corporate mergers
The human factor, the key to success in corporate mergers
Resilience: how to build resilience in your people and your organization
Resilience: how to build resilience in your people and your organization
Prosci's Top 10 Tactics for Managing Resistance.pdf
Prosci's Top 10 Tactics for Managing Resistance.pdf
Life cycle of a Corporate by Dr.Mahboob ali khan Phd
Life cycle of a Corporate by Dr.Mahboob ali khan Phd
Plus de Ali Anani, PhD
Distrusted leaders are like
Distrusted leaders lose their glue to bind people around them.
This presentation offers twelve simile for likening leaders rusty scissors, broken glass bottles, broken eggs, and more.
Broken leadrs are like
Broken leaders are not broke in money as much as they are broken with distancing them from followers, from building confidence, from seeing the forest and other forms of poverty as is explained in this presentation.
Broken leaders are like repelling magnets repelling each other. Such leaders become repellents rather than attractants.
The post offers quotes on what those leaders are like.
Collection of creativity metaphors
This e-book is mostly a collection of creative metaphors that I published n LinkedIn. Most of these metaphors are nature-based hoping this would make them living metaphors and also to find a thread of commonality among all the metaphors.
I hope the readers of this book to enjoy reading it. I warmly welcome comments from the readers.
This e-book is mostly a collection of creative metaphors that I published n LinkedIn. Most of these metaphors are nature-based hoping this would make them living metaphors and also to find a thread of commonality among all the metaphors.
I hope the readers of this book to enjoy reading it. I warmly welcome comments from the readers.
Fish pond metaphor complexity of management
The shrinking of the world presents new challenges. These challenges may be approximated by the metaphor of fish living in the ocean and transferring them to a fish pond. New challenges emerges. This e-book discusses these challenges and derives managerial and leadership lessons for us to ponder on. One challenge that may be added to the ideas in the book is the challenge of bringing opposites near to each other, which lead to new combined words of opposites such as chaordic and frenemy. Our world complexity needs powerful metaphors to visualize it.
Nuggets of quotes
Extracted nuggets of wisdom from a large number of comments. The nuggets cover many modern aspects of our lives
Windy ideas make waves
Writing is a responsibility. An author must have a purpose why h/s writes. If I write for to gain the admiration of readers then I am self-centered. I hope I am not this type. I want to open new opportunities for my readers. I don't mean only financial opportunities. That is my least and last concern. I write to encourage the readers to have wings- one knowledge wing and a human wing so that they may fly to their dreams.
This book is a compilation of my most recent posts on beBee. I consider each one of them as a pendulum. The more buzzes I write, he more pendulums I have and the more likelihood is the initiation of a new wave. Tree leaves are in fact pendulums and the wind moves the pendulums to create the sounds we hear from tree.
I hope my new E-book creates pendulums of ideas to move the wind in our minds and refresh them to take life as a worthy journey. Life is only worthy if what we do is of benefit to others. It is with this hope that I am publishing this book.
With my best wishes for your advancement on all fronts
New insights on human behavor
This compilation of few of my buzzes is to me is like drops of water collected together. A buzz is a drop of water and collecting drops of water together may generate new insights. A separate drop of water has no other water to adhere to or cause the formation of a surface tension. If a drop of water is frozen it doesn't produce ice flakes; drops of water do. I want to say that you may enjoy the flakes as this is my driving desire to compile several buzzes into an eBook.
An individual buzz is like a tree and the collection of buzzes in an eBook is the forest. A single tree may not form a canopy; in contrast, many trees may form one. I hope that you see the canopy and enjoy the comfort it offers you.
Scattered roses may produce tiny fragrance. A bundle of roses may produce far greater stronger fragrance. I hope you enjoy the fragrance and to stay away from the thorns.
Imagination beyond imagination
Imagination beyond imagination is a collection of posts that I published on beBee platform. The collection of posts was motivated by the great feedback of readers. This was evidenced by the number of sharing them, commenting on them and liking them. This feedback prompted me to publish the collection hoping that the readers would find it of relevance.
Thinking on the edge
This book is a compilation of many articles that I contributed to beBee. They represent my thinking while on the edge trying to balance my ideas or for those ideas to rearrange into new ones. The chaos of thinking might lead to the self-organization of thoughts and out of chaos may emerge new thinking.
I wonder how successful I was. No matter what and even if I failed; still I enjoyed the edgy ride. I hope you do too.
Cycling of ideas
Here are a few possible reasons why we may fail to understand or implement simple facts and actions:
1. Complexity of human behavior and decision making. Even simple facts have to be processed through our complex brains and weighed against other priorities, desires, habits, etc. This complexity can obscure seemingly simple things.
2. Lack of awareness or education. We may simply not be aware of certain simple facts, especially those related to health and well-being. Education helps bring awareness.
3. Short-term thinking. It's human nature to prioritize immediate needs and gratification over long-term benefits. Simple preventative actions may not seem urgent enough.
4. Psychological and social influences. Peers, marketing
Formula for success
This e-book introduces and explores the "bee-flower" as a dynamic metaphor for businesses. So many new ideas surfaced out, which I am sharing with you. This e-book is a compilation of posts on the bee-flower metaphor, which received interests as evidenced by the comments on the individual posts and their wide sharing. These interests prompted me to publish this e-book, hoping that it shall be of interest to the reader.
Power of creativity
Scattered Roses
Writing posts is a sweet challenge. It has its ups and downs. More it is like riding waves you go up and thin sink. The challenge of writing is a self-renewing one because writers keep thinking of new ideas that are worthy of writing about.
An author who puts his/her mind in writing sees them as scattered roses. A new post floats and old down get scattered like roses on running water. The current carries them away.
For this reason I care to collect my posts in e-books so that they may be kept and if they get carried they do collectively. An e-book allows their linkages, staying together, seeing the linkages among the posts, their chronological order and how an idea blossoms into another idea. Their linkages become more evident.
I offer my juice of mind free for the interested reader.
I hope you find the juice to your taste
Self illumination
This document discusses the work and background of Dr. Ali Anani, managing partner of Phenomena Communications. It provides details on Dr. Anani's educational background, including a PhD from the UK in 1972. It notes that he has over 80 publications in international journals, 3 printed books in Arabic, and 1 e-book in English. He has also written widely for media and presented TV and radio programs. The document highlights Dr. Anani's creativity and thinking as his main credit, and that he has consulted for various international agencies.
Balancing opposite ends
New approaches to balancing opposites so as to put people before profit and only ten real profits will generate.
Habits and senses
Habits and senses play pivotal roles in our lives. This collection looks at habits and senses from various perspectives to show their impacts on our lives and businesses.
It's time to say goodbye
The compilation of minds on one issue is what this presentation is about. I decided to quit writing for LinkedIn and the comments enriched my mind and widened my horizon of thinking. I felt like sharing the inoculation of ideas that lead to reverting my decision
Complexity has its shadow
This document provides biographical information about Dr. Ali Anani and summaries of several of his writings on complexity, leadership, and human behavior. It includes details about Dr. Anani's educational background and experience as well as short summaries of 10 of his writings on topics such as complexity having shadows that can provide insights, questioning whether 100% transparency is always valuable for organizations, and how new technologies may be impacting writers and the writing process.
A trip of mind
This document provides background on Dr. Ali Anani, the managing partner of Phenomena Communications. It outlines his educational background, accomplishments, and experience. Dr. Anani holds a PhD from the UK and has over 50 years of experience consulting for various international agencies. He is known for his creative thinking and has written extensively, including books and articles in international journals.
The Long-Neck Distribution of Ideas
This document contains a list of 22 photo credits attributed to different photographers. It promotes creating presentations on SlideShare and encourages the reader to get started making their own Haiku Deck presentation. In the final line it directs the reader to get started creating their own presentation.
On the Emerging Marketing Approaches
It is not only what you know, who you know. It is more how you entangle your network with your customer network. You need be creative to do that. Invest in your customers so that they may invest with you. Learn from a green metaphor how to achieve these goals
Plus de Ali Anani, PhD (20)
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Tired of chasing down expiring contracts and drowning in paperwork? Mastering contract management can significantly enhance your business efficiency and productivity. This guide unveils expert secrets to streamline your contract management process. Learn how to save time, minimize risk, and achieve effortless contract management.
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PM Surya Ghar Muft Bijli Yojana: Online Application, Eligibility, Subsidies &...
PM Surya Ghar Muft Bijli Yojana: Online Application, Eligibility, Subsidies &...Ksquare Energy Pvt. Ltd.
During the budget session of 2024-25, the finance minister, Nirmala Sitharaman, introduced the “solar Rooftop scheme,” also known as “PM Surya Ghar Muft Bijli Yojana.” It is a subsidy offered to those who wish to put up solar panels in their homes using domestic power systems. Additionally, adopting photovoltaic technology at home allows you to lower your monthly electricity expenses. Today in this blog we will talk all about what is the PM Surya Ghar Muft Bijli Yojana. How does it work? Who is eligible for this yojana and all the other things related to this scheme?State of D2C in India: A Logistics Update
The report *State of D2C in India: A Logistics Update* talks about the evolving dynamics of the d2C landscape with a particular focus on how brands navigate the complexities of logistics. Third Party Logistics enablers emerge indispensable partners in facilitating the growth journey of D2C brands, offering cost-effective solutions tailored to their specific needs. As D2C brands continue to expand, they encounter heightened operational complexities with logistics standing out as a significant challenge. Logistics not only represents a substantial cost component for the brands but also directly influences the customer experience. Establishing efficient logistics operations while keeping costs low is therefore a crucial objective for brands. The report highlights how 3PLs are meeting the rising demands of D2C brands, supporting their expansion both online and offline, and paving the way for sustainable, scalable growth in this fast-paced market.
2024.06 CPMN Cambridge - Beyond Now-Next-Later.pdf
Slides presented by Phil Hornby, Founder and Director of "for product people", at Cambridge Product Management Network, on Monday 17th June 2024.
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Cover Story - China's Investment Leader - Dr. Alyce SU
In World Expo 2010 Shanghai – the most visited Expo in the World History
https://www.britannica.com/event/Expo-Shanghai-2010
China’s official organizer of the Expo, CCPIT (China Council for the Promotion of International Trade https://en.ccpit.org/) has chosen Dr. Alyce Su as the Cover Person with Cover Story, in the Expo’s official magazine distributed throughout the Expo, showcasing China’s New Generation of Leaders to the World.
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Discover the Beauty and Functionality of The Expert Remodeling Service
Unlock your kitchen's true potential with expert remodeling services from O'Brien Group Inc. Transform your space into a functional, modern, and luxurious haven with their experienced professionals. From layout reconfiguration to high-end upgrades, they deliver stunning results tailored to your style and needs. Visit obriengroupinc.com to elevate your kitchen's beauty and functionality today.
The Most Inspiring Entrepreneurs to Follow in 2024.pdf
In a world where the potential of youth innovation remains vastly untouched, there emerges a guiding light in the form of Norm Goldstein, the Founder and CEO of EduNetwork Partners. His dedication to this cause has earned him recognition as a Congressional Leadership Award recipient.
Kirill Klip GEM Royalty TNR Gold Copper Presentation
Tesla Energy rEVolution And The Golden Age For Copper: Kirill Klip GEM Royalty TNR Gold Copper Presentation
1 Circular 003_2023 ISO 27001_2022 Transition Arrangments v3.pdf
1 Circular 003_2023 ISO 27001_2022 Transition Arrangments v3.pdf
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【网址🎉ac55.net🎉】欧洲杯赌球是世界上历史最悠久的博彩公司之一。其历史可以追溯到十九世纪末，确切时间是1886年。这家英国公司拥有超过15000名员工，是博彩行业规模最大的公司。欧洲杯赌球是英国最受欢迎的实体博彩公司之一，其排名仅次于欧洲杯赌球，旗下2800家投注站遍布全英国。
一比一原版(QMUE毕业证书)英国爱丁堡玛格丽特女王大学毕业证文凭如何办理
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。
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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！
Unlocking WhatsApp Marketing with HubSpot: Integrating Messaging into Your Ma...
50 million companies worldwide leverage WhatsApp as a key marketing channel. You may have considered adding it to your marketing mix, or probably already driving impressive conversions with WhatsApp.
But wait. What happens when you fully integrate your WhatsApp campaigns with HubSpot?
That's exactly what we explored in this session.
We take a look at everything that you need to know in order to deploy effective WhatsApp marketing strategies, and integrate it with your buyer journey in HubSpot. From technical requirements to innovative campaign strategies, to advanced campaign reporting - we discuss all that and more, to leverage WhatsApp for maximum impact. Check out more details about the event here https://events.hubspot.com/events/details/hubspot-new-delhi-presents-unlocking-whatsapp-marketing-with-hubspot-integrating-messaging-into-your-marketing-strategy/
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Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka
❼❷⓿❺❻❷❽❷❼❽ Dpboss Matka Result Satta Matka Guessing Satta Fix jodi Kalyan Fin...
❼❷⓿❺❻❷❽❷❼❽ Dpboss Matka Result Satta Matka Guessing Satta Fix jodi Kalyan Fin...
PM Surya Ghar Muft Bijli Yojana: Online Application, Eligibility, Subsidies &...
PM Surya Ghar Muft Bijli Yojana: Online Application, Eligibility, Subsidies &...
2024.06 CPMN Cambridge - Beyond Now-Next-Later.pdf
2024.06 CPMN Cambridge - Beyond Now-Next-Later.pdf
Cover Story - China's Investment Leader - Dr. Alyce SU
Cover Story - China's Investment Leader - Dr. Alyce SU
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Discover the Beauty and Functionality of The Expert Remodeling Service
Discover the Beauty and Functionality of The Expert Remodeling Service
The Most Inspiring Entrepreneurs to Follow in 2024.pdf
The Most Inspiring Entrepreneurs to Follow in 2024.pdf
Kirill Klip GEM Royalty TNR Gold Copper Presentation
Kirill Klip GEM Royalty TNR Gold Copper Presentation
1 Circular 003_2023 ISO 27001_2022 Transition Arrangments v3.pdf
1 Circular 003_2023 ISO 27001_2022 Transition Arrangments v3.pdf
Unlocking WhatsApp Marketing with HubSpot: Integrating Messaging into Your Ma...
Unlocking WhatsApp Marketing with HubSpot: Integrating Messaging into Your Ma...
Incentives complexity
- 2. Incentives may have a sweet topping; but underneath they may be deleterious
- 3. How?
- 4. Let us start on our discovery journey
- 5. There is complexity in motivation and this complexity warrants greater attention
- 6. The motivation to give incentives will work up to a certain range (optimal range). Say, somebody welcomes monetary incentives. This is correct up to a limit, when the same person might seek different incentives such as more work responsibility.
- 7. There is a switch over of preferences
- 8. A second point is the realization that there exists a feedback mechanism that might lead to non-linear results.
- 9. Giving more money to an employee will motivate him. This motivation increases his productivity and desirability to do more work, which in turn enhances his eligibility for more financial incentives
- 11. These positive feedback interactions lead to surprising results that are non-linear
- 12. Imagine if same employees keep getting the majority of financial incentives
- 13. Big financial incentives create disparities These disparities weaken any system such as organizations
- 14. Eggshells would be very hard to break if they were thicker
- 15. Thick cement blocks are easy to break the more disparity there is in their voids
- 16. Else, the organization will become like…. Do not allow for disparity in your organization
- 17. Shutters Fragile Glass-Like Organizations
- 18. 1 more point
- 19. People future rewards are based on today's rewards
- 20. This may lead to widening the gaps within organizations
- 21. Beware of the inflation of incentives
- 22. Do not limit your incentives to monetary ones; mix them with other incentives such as traveling