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Comercial Leaders


What it truly comes down to the employee-employer relationship? Information discharged by Virgin Pulse uncovers precisely what representatives got to cherish in their job – and expansive portion reveal that excellence comes from a great relationship with their boss.

In fact, nearly 60 percent of the more than 1,000 full-time employees surveyed said that their relationship with their employer positively impacts their focus or productivity at work, and 44 percent said it positively impacts their stress levels.

Considering nearly 50 percent of the 7,200 adults surveyed in a recent Gallup study left a job,

to get away from their manager.”

1. Open communication

The key to any great relationship is communication that goes both ways. Tragically, representatives don’t feel like their bosses are truly tuning in. A later study of more than 1,000 U.S. representatives by 15 Five appeared a unimportant 15 percent of workers are fulfilled with the quality of working environment communication.

great relationship is communication that goes both ways. Tragically, representatives don’t feel like their bosses are truly tuning in. A later study of more than 1,000 U.S. representatives by 15 Five appeared a unimportant 15 percent of workers are fulfilled with the quality of working environment communication.

What’s more, that same study found that 81 percent of employees would rather join a company that values “open communication” than one that offers great perks.

To create a work environment that supports open communication, consider implementing a web-based feedback platform. According to the survey by 15Five, 70 percent of employees said they’d be more likely to share information with managers if they could enter comments into an online feedback system.

2. Opportunities and investments

In a perfect world, both parties bring something in, and get something out from their relationships. For managers, the benefits of a great employee-employer relationship incorporates a workforce that’s exceedingly locked in the beneficials and fulfillement for their parts inside the organization. An viable and efficient workforce is nice for any business. For workers, the focal points of the relationship ought to go in the past to the paycheck and benefits that bundles into incorporate individualized training.

3. Gratitude and appreciation

It’s in our nature to need to be lauded for a work well done – a result of accepting “gold stars” amid our schoolyard days, no question. It consoles, propels and gives us the fuel we got to proceed doing what we do well.

In fact, Globoforce and SHRM’s 2015 Employee Recognition Report showed 86 percent of the 823 HR professionals surveyed said values-based recognition increased employee happiness at work, so don’t hold back on the “thank you” notes and pats.Employees will appreciate the recognition, and the employee-employer relationship will get a much-needed boost.

4. Interest in life outside of work

The employee-employer relationship ought to be proficient, but that doesn’t cruel bosses shouldn’t take the time to urge to know the individual behind the work. Endeavor treat workers as individuals, not fair worker bees. The key is to require an intrigued in employees’ lives exterior of work. What are employees’ individual and proficient objectives? Where do they trust to be in five a long time? Do they have a family? What do they like to do once the workday is over?

Questions like these help employers to know their employees on a more personal level. That helps them make sense of individual employee actions and preferences, and forms a much stronger bond between employers and their employees.


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Latest News for Strategy Business Developments

Scientific management


 

technical-product-manager



No tyrant or slave driver in the ecstasy of his most delirious dream ever sought to place upon abject slaves a condition more repugnant.

There’s small space for Taylor’s thoughts in today’s world of freewheeling collaboration. But the works of individuals such as Michael Doorman and Michael Pound, with their accentuation on breaking commerce down into quantifiable (and controllable) exercises, hold more than a swoon resound of Taylor’s thoughts.

Taylor was the first man in history who did not take work for granted, but looked at it and studied it. His approach to work is still the basic foundation.


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The Latest News & Developments in Business Strategy Practice

Dealing With Diversity

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As a result of the suits and the reputation encompassing it, worker particularly directors must go to sessions approximately the preferences of a multiracial clientele.

reputation encompassing it, worker particularly directors must go to sessions approximately the preferences of a multiracial clientele.

The reasons, over and over human tolerability, are practical. One is the moving confront of the workforce, as guys, who utilized to be the overwhelming gather, are getting to be a minority.

A overview of a few hundred companies found that more than three-quarters of unused worker were from distinctive teritories – a statistic move that’s too reflected to a large expand within the changing pool of clients.

Another reason is the expanding require for universal companies to have representative who not as it were put any inclination aside to appreciate individuals from different societies (and markets) but too turn that appreciation to competitive advantage.

A third inspiration is the potential natural product of differences, in terms of increased collective inventiveness and entrepreneurial vitality. All this implies means implies that the culture of an association must alter in conclusion to cultivate resilience, indeed in case person predispositions stay.

Expect change

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.

Commerce streams is within substantial amounts of foreign trade and hence movements of currency, result from the activities of very large multinationals companies or enterprises.

One sign of this the number of companies from the developing countries shows up within the Fortune 500 list of the world’s greatest companies.

Substantial amounts of foreign trade and hence movements of currency, result from the activities of very large multinationals companies or enterprises.

The transnationality list gives the degree of an MNE’s inclusion overseas by looking at three proportions remote asset/total resources, remote sales/total deals and remote employment. As such it captures the significance of outside exercises in its in general exercises. These multinationals are tremendous associations and their showcase esteem regularly surpass the GNP of numerous of the nations in which they work.

There are over 60000 MNE’s around the world and they are estimated to account for a quarter of the world’s output.

The development in MNE’s is due to unwinding on trade controls, making it simpler to move cash between nations, and the enhancements in communication, which makes it conceivable to run a world-wide commerce from one nation.


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Latest News for Strategy Business Developments


A new branding around the initiative is to make it more visible to the organisations.

“To succeed with SEO you need trust.Trust is the core component of Google’s relevancy-oriented search. Without trust, you’re simply not relevant. “


Yet, building trust is a double-edged sword and somewhat of a catch-22. For newcomers, especially, gaining visibility without trust has become incredibly difficult.
However, without visibility, how are people supposed to garner those all-important shares and links to your content?

If someone can’t discover your products, how are they supposed to engage with it and like it enough to send it to their friends or share it on social media?

Clearly, in the beginning, the odds are stacked up against us. But there is a way forward. Trust is most certainly the pathway to Google’s heart, if there ever was such a thing. And by leveraging this understanding of trust, we can succeed with SEO to make money online, build passive income streams and build a successful business in the long term – as long as we play by Google’s many rules.
At the core of Google’s relevancy equation, trust itself is created through three fundamental pillars. Within those three pillars, there are more than 200 different factors that help to comprise the search giant’s core algorithms.

Once you understand these fundamental pillars, you can work on building up your trust across each of these areas. But before I launch into a discussion about that – and convey some of the strategies that will allow you to explode your presence by using the inherent power of search engine optimization -let me give you a bit of history.

You see, the reason why it’s so difficult to dominate Google’s search results is because the search engine has been scorned once too often. As Google’s search grew over the years and turned into the dominant player that it is today, people realized the importance of ranking high organically.
Clearly, the near-limitless amount of free traffic can send any business into the stratosphere. Everyone knows that, and because of it, everyone is drawn to it.Yet, over time, as people understood how the system worked, they began to take advantage of certain less-than-scrupulous strategies that allowed them to rank their content quickly at the top of Google’s search.

These weren’t the most relevant search results, which enraged Google. Because of that, Google knew things had to change. As an upshot, SEO has seen some dramatic upheavals in recent years at the behest of Google and its core mission to cultivate an internet to wield more inherent value for the global populous.

And while things have calmed down recently, the last five years has seen a massive overhaul in the way Google determines what the most relevant search result is.

A. SEO algorithm updates

Before you can really understand what it takes to rocket up Google’s Search Engine Results Pages (SERPs), you have to digest what’s changed. The reason? The changes are integral to the bigger picture and just what Google’s intentions are with the web. Google’s main aim is to deliver the most relevant search result in the quickest manner possible.

“Clearly, it’s perfected that. So much so that it digitally obliterated its competition, vastly skewing the major market share towards its powerful search, while making the company a household name in the process. “

The algorithm updates that have been put in play have gone by names like Panda, Penguin, and more recently, Hummingbird, amongst droves of others. These algorithm updates have been intended to improve the user experience, eliminate spam and scams, and to increase the overall relevancy of search. By understanding what’s changed, you can gain perspective into Google’s intentions on what it’s attempting to achieve. It desires content that helps to improve the lives of others, delivers value and that users want to engage with. Those are the most relevant search results.

That’s what Google is after. But for years, it got quite the opposite. It dealt with unscrupulous individuals attempting to “game” the system.

B. How to dominate SEO

In a book entitled SEO, Master Search Engine Optimization, I lay the groundwork for Google’s trust, which is represented by three fundamental pillars. These pillars are integral to Google’s relevancy equation, and if you fail to address each of these pillars of trust, you’ll find yourself floundering in a sea of competition, unable to gain the precious visibility that you’re after.

1. Age

Age is more than a number. Google relies on its relationship with you over time to judge just how much it can trust you. The longer it’s known about you and the more often it sees you creating high-quality content that delivers tremendous amounts of value, the more it’s going to trust you. Age also doesn’t rely on the date you first purchased your domain. Age refers to the indexed age, meaning when Google actually discovered your domain. If you buy a domain and leave it dormant for years, that won’t help you. You have to actually do something with it.

2. Authority

The second pillar of trust is authority. Google relies on other sites that it already trusts to determine what newcomers should be trusted. If you have a site with great content, and other websites that Google already trusts are linking to you organically, your trust will naturally increase over time.

“However, building authority is incredibly difficult at the outset.”


When you’re new, and you’re unable to get discovered at the top of Google’s SERPs, how are people supposed to find you and subsequently link to you? Unless you quite literally go viral, you have a steep uphill battle ahead of you, but authority is also incredibly important to your overall ability to rank.

3. Content

The third underlying component of trust is content. Your content plays a large role in your visibility on Google’s SERPs. Simply put, you can’t push out subpar content and expect to gain traction. Your content has to deliver enormous amounts of value if you’re serious about attaining the search giant’s attention. But it’s not just about one-off content. You need to regularly deliver great content on your site, the kind that people want to share and engage with. Without great content, you have nothing, and no matter what SEO strategy you employ, it will fail. No one will link to a site with poor content. Don’t waste your time by trying to cut corners or take shorcuts. Content is most certainly still king.

C. Five SEO strategies to help you rank

Beyond these three pillars of trust, there are more than 200 ranking factors that are involved in Google’s search. These ranking factors run the gamut from obvious to obscure. For example, one such ranking factor is just how long remains before your domain name expires.
The rationale is that domains that are registered for a short period – such as a year – are more likely fly-by-night sites. The longer the domain is registered for, the more likely it’s going to be to stick around. While this is a small relevancy signal, it just goes to show you some of the obscurity involved in ranking factors of Google’s algorithms.

Strategy 1 –

Market your content

One of the most important SEO strategies to use in 2017 is content marketing. At the heart of this strategy is high-quality content that delivers a tremendous amount of value.

This so-called “anchor content” is located on your website. However, it doesn’t end there. You need to market that content on authority sites such as Quora, Reddit, WiseLike, LinkedIn and other highly-trafficked destinations on the web.
Engaging in content marketing is not easy by any measure, but this single SEO strategy will help you rocket just about any of your listings to the top of Google’s SERPs over time, as long as it’s done the right way.

To do this, there’s a very specific method. You have to ensure that you build similar and relevant content that’s keyword specific on authority sites such as Medium.com, LinkedIn.com and Quora.com, and that the content has a single link from the authority site back to the main anchor content on your primary domain.

Strategy 2 –

Improve page speed

The page speed of your site has a big influence on the user’s experience. Slow-loading pages take away from the user experience, while fast-loading pages help to add to it. Google is acutely concerned with the user’s overall experience, and improving the page speed is one such way you can drastically improve that experience.
Use tools such as Google’s Page Speed, GTMetrix or Varvy’s Page Speed Tool to run insights and gain suggestions on how to improve your site’s page speed. If you’re not technically savvy, you might need to enlist the help of a web developer to optimize your site’s page speed.

Strategy 3 –

Focus on mobile and AMP

Google has made a concerted push to mobile. Considering that mobile searches are now far surpassing desktop searches, it’s no wonder the search giant is so focused on mobile. However, most people are still behind the curve when it comes to mobile. Their sites load properly on desktop browsers, but not on mobile devices or even tablets.
Leverage a responsive design for your site, if you presently don’t have one right now, to ensure that your site is optimized for mobile devices. Google has also recently launched its Accelerated Mobile Pages (AMP) project, which further increases mobile load times. You can learn more about the AMP specification here.

Strategy 4 –

Leverage the power of videos

videos

Whether, for that matter, every SEO strategy needs the power of video marketing. Videos take your content into the stratosphere due to the popularity of video platforms such as YouTube and Vimeo. Creating useful tutorials and other informative videos are also a great way to deliver real value to people in a multimedia format that’s easily accessible to anyone with a smartphone camera.
Build relevant videos to further deliver the point made in a particular article on your site, and ensure that the description is keyword rich – but not keyword stuffed. Leverage elements such as the title and tags to fuse the keyword-centric nature of your video content.

Strategy 5 –

Be social and engage with others

Authority is built up over time, but it also can’t be built up unless you’re social and you engage with others. In the beginning, they won’t come to you. In fact, what you’ve likely noticed is that it’s incredibly hard to rank any content at the outset. That’s because most newcomers have very little age and very little authority. So you have to get out there and build it.
This isn’t just about sharing your content repeatedly with others. You can’t simply cheerlead your own cause and expect to get ahead. You need to be social, add value to conversations, follow others and take an interest in what those people are doing if you want them to take an interest in you.


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Latest News Section Sources Including Companies and Bank Reviews

Decisive Entrepreneur

apps-business-cellphone-892769
An overview on one aspect that captures almost all the economic activities include a representation to a change. This clue distinctions of when and where supports all those interested wantings for the future development and innovation, in the activity of the products and the services desired for the necesary market.

You never know where you are going to find a good idea.

That may sound like a saying from a fortune cookie. But for Normal CEO, and founder, Nikki Kaufman, it’s a management style.

It’s also why the headquarters of her 3-D printed custom earphone company are open and transparent across departments. It’s a guiding principle on how to run a team.

I encourage new ideas all the time here at Normal. That’s one of the things that I really like about having everyone in one office.
She included this advices from the floor of her New York City retail location, which also serves as the company’s factory and corporate office along with an incredible pursuatiation for advocating content into the shared markets .
An idea can come from anywhere.”



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Latest News for Strategy Business Developments

Old Business Models

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Every industry is changing. There are no original ideas left. Sure, it’s kind of a cynical thought, but try and brainstorm a completely new concept, whether for a business, an advertising campaign or even a limerick, and you’ll start to think it’s true. It can sometimes be a stretch to come up with anything that hasn’t already been thought of. It’s the reason someone once famously said there are only three original jokes and all the others have been derived from them. It’s why Hollywood remakes old movies. And the dearth of original ideas is why businesspeople sometimes pay other businesspeople to come up with a new concept for their own products or services.

“Fortunately, if you’re an entrepreneur trying to come up with a new business model, you don’t have to be completely unique. “

For instance, you probably wouldn’t attempt to sell fingernail clippings in a bag, no matter how groundbreaking and unique the idea is. In fact, if you’re starting a business, you probably shouldn’t do something that’s never been done -after all, think of the learning curve your target market will have to tackle. But you would be well advised to take an old idea and make it new. That’s exactly what David Friedberg did. It was around 2001, Friedberg figures, when he was 20 years old and living across the road from a bicycle rental shop.
Every day that it rained, the bike shop was closed.

“It became pretty noticeable,”

recalls Friedberg, now 26 and already an ex-Google executive and the CEO of his own company, WeatherBill, in San Francisco.
After watching the bicycle rental store owner get rained out day after day, Friedberg started noticing how many other companies- think golf courses and car washes- were taking a financial bath whenever it was wet outside.

“You don’t really think about it, but 70 percent of businesses are affected by the weather every year, across regions and industries,”

says Friedman.

“The weather affects so many different types of businesses, whether in negative or in positive ways, like taxi cabs in New York, which are often full in the cold.”

Friedman was a business product manager at Google when he had his

“a-ha moment.”

It occurred to him that he should start an insurance company- a very old idea- but gear it specifically toward companies that want to protect themselves from losing money on a rainy day -a new idea. It may not sound new. After all, insurance companies generally protect you if you’re hammered by a hurricane, slaughtered by a sandstorm or frozen under the tundra. But we’re talking about the car wash that doesn’t want to lose an entire day of income when there are five inches of rain.

That’s why Friedberg developed, with his “computer science friends,” an elaborate website where anyone can log on and buy a contract to protect themselves from unseasonable weather. The site is completely customizable and automated. A farmer, for instance, could receive money every time the temperature dips below 67 degrees in a particular month. Or if a ski resort has a week and a half of beautiful, balmy weather in January, the owner could automatically receive a check without having to report the weather.

There is no claims process,”

Friedberg says proudly. Instead his company uses a third-party weather station, EarthStat, that independently confirms data and sends daily reports to WeatherBill, which then processes the checks and sends them out.

Modernizing the wheel in some business models it only needs to be slightly tweaked to appeal to the modern consumer. If you want to update the traditional dentist office, put it on wheels. While cleaning teeth is an industry almost as old as, well, teeth, putting an office in a van that can travel anywhere from giant corporate campuses to nursing homes is a much more recent concept. The rise of mobile dentist offices in the last few years shows that catering to people’s busy and complicated lives is a nearly surefire way to improve upon an old concept.
Then there’s the Pearson Ford Fuel Depot in San Diego, which has received a lot of attention for its one-of-a-kind gas station that offers a full range of clean-burning alternative fuels from ethanol to BioWillie, a type of biodiesel made from soybeans and promoted by singer Willie Nelson. Gas stations may be becoming synonymous with global warming, but by offering an alternative, this fueling station has managed to drum up publicity while serving an emerging niche market. Capitalizing on consumers’ nostalgia is yet another potential approach. In true throwback fashion, State Street Barbers, located in Chicago and Boston, gives modern hair cuts to men in an environment decked out to look like a ritzy salon in the 1920s. Patrons are given a cold beverage when they walk in and can get a hot lather shave with a classic straight razor and hot towels.
In the end, it’s easier to be original and unique in an established industry like home selling or insurance when you have plenty of capital funding behind you; it’s another story if you’re running a fledgling startup in your parents’ basement, and you feel you have to take any client with a pulse and a wallet. But whether you’re a big fish in the ocean or a small one in the pond, the principles are always the same. If you’re going to tweak a formula,

throw out the way things have been done before,”

advises Friedberg.

Manufacturers wants more to connect with their suppliers, their distributors, and ultimate their customers. In a consumer world there is an app for that, in the government world there is form for that and that is the technology that needs to be closed. Banks knows a lot about the customers and that information is spread to the full wings.
The reason why most of the companies are not embracing the future faster, is because they continue to throw their capital to what they worked in the past and that’s what is keeping manufacturers up at night, is how to innovate quickly with agility, and deepen their relationships with their retailers, suppliers and consumers.

Figure out your end goal, and then forget about what all of the other people have done, and come up with a new way.



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The Latest News & Developments in Business Strategy Practise

Community Cloud

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Technical and fundamental analysis in the efficient market hypothesis suggests that future share prices cannot be predicted by studying past prices. As we have seen, there is extensive evidence to support this view and the right information in collaborating with your partners.

Despite the evidence, investment strategies based on the study of past share prices, or on the analysis of published information such as annual accounts, are common, and the view held by many financial analysts seems to be therefore that capital markets are inefficient.

“Technical analysis involves the use of charts (Chartism) and other methods to predict future shares prices and share price trends, clearly implying that a relationship exists between past and future prices. “

For technical analysis to lead to abnormal returns on a regular basis, capital markets cannot even be weak form efficient.

“Fundamental analysis are public information to calculate a fundamental value for a share and then offer investment advice by comparing the fundamental value with the current market price.”

It is not possible to make abnomal gains from fundamental analysis if capital markets are semi-strong form efficient, since all publicly available information will already be reflected in share prices.

Both technical and fundamental analysis, by seeking abnormal returns, increase the speed with which share prices absorb new information and reach equilibrium, thereby preventing abnomal returns from being achieved.


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Latest Financial Topics for Strategy & Business Developments

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Internal experts and external brought in sessions, that articulate the organisation vision and added insights to new opportunities.

Is your team fully engaged to give their best, day in and day out?”

In a recent study by TowersWatson, an international HR consulting firm, fewer than 21 percent of employees surveyed described themselves as “highly engaged,” down from 31 percent. 8 percent admitted to being fully disengaged. Having only one-fifth of your employees highly engaged is not the hallmark of a “Winning Business.”

Other studies show that employee engagement derives from three important factors:

  • Alignment of the employee with the goals and vision of the company.
  • Faith of the employee in the competence of management and their commitment to realize the goals and vision.
  • Trust in their direct supervisor that he or she will support his or her people and help them to succeed.

It has often been said that employees rarely quit companies. Instead, employees quit their managers or supervisors by leaving the company. Mark Herbert, a consultant focused on engagement, says:

“Engagement lives and dies on the front line of your business.”

Increasing positive managerial behavior and reducing negative managerial behavior will go a long way towards improving employee engagement. When your talented employees are engaged, they are able to perform spectacularly and build and improve your winning business.

Here are some ways to get managers and supervisors started in focusing on ways to improve engagement (and to be better managers).

1. DON’T get angry

Getting angry is easy. Anyone can do that. But getting angry in the right way in the right amount at the right time, now that is hard.”

Mark Twain

Anger does not belong in your managerial kit bag.

2. DON’T be cold, distant, rude or unfriendly

Especially in difficult times, employees take cues from their immediate supervisors and need to hear from them. As such, your team will judge you by your action, moods, and behaviors, not by your intent.

3. DON’T send messages to your employees so that they never know where you stand

Keep your message simple, focused and prioritized. Too many messages and initiatives just confuse and alienate people.

4. DON’T BS your team

This includes saying things that you don’t believe in. This includes hiding information and just plain lying. By the time each of us is in our early 20′s, we have all developed very well-tuned BS detectors.

5. DON’T act more concerned about your own welfare than anything else

Your success will come through the success of your team. “Self-serving detectors” are also very well-tuned in most employees.

6. DON’T avoid taking responsibility for your actions

You are the boss. As such, you are accountable and the buck stops with you. You are trying to develop accountability throughout your company. So, lead by example.

7. DON’T jump to conclusions without checking your facts first

A few years ago, I watched in horror as a colleague of mine started screaming at an employee of his who had missed an important meeting that morning. After several minutes, the employee responded:

“I apologize and should have contacted you. But, I just got back from the hospital as a relative has been diagnosed with terminal cancer.”

Now here are the dos, which are even more important than the don’ts…

8. DO what you say you are going to do when you are going to do it

There is no better way to communicate the message that you are accountable for your promises and that everyone in your company should be accountable as well.

9. DO be responsive (return phone calls, emails)

As a manager, your team can be considered to be your customer.
You want your sales team to punctually respond back to customer requests, so you should do the same.

10. DO publicly support your people

Your disagreements and disappointment with your employees can be communicated later and in private. Nothing appears so hollow as your attempt to blame your team for failures.

11. DO admit your mistakes …

…and take the blame for failures.

12. DO recognize your team

“You can never underestimate the power of simple recognition for a job well done.”

13. DO ask and listen

“The manager of the future will know how to ask rather than how to tell.”

Peter Drucker

Some of the most dangerous words for a manager to ever say include:

But, you just don’t understand…” “Because I said so…

14. DO smile and laugth


Have some fun. But, be genuine; programmed fun and faked laughter is worse than doing nothing.
When appropriate, laugh at yourself; it will humanize you.


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Latest News for Strategy Business Developments


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Among companies where big data, cloud, mobile, and social technologies are critical parts of the infrastructure, how technologies are, or will soon be?
Forty-four percent of survey respondents say that mobile is now a critical part of their infrastructure. It’s especially important in some industries—51 percent of the respondents in the utilities and technology sectors indicated that mobile devices and access are critical.

Nearly two-thirds (64 percent) of respondents say that “anywhere access” to corporate apps and data is the biggest benefit to using mobile, followed by increased productivity (53 percent). The two are undoubtedly linked, as mobile access to systems optimizes employee time.
A majority of survey respondents indicate that putting mobile functionality in the hands of employees is now a key requirement, and leading companies are also leveraging the growing ubiquity of smartphones to innovate and drive top-line revenue growth.

Management of the Detroit Lions professional football team, for example, is always looking for ways to improve the fan experience. In addition to offering wireless Internet access at Ford Field to Verizon customers and launching a digital raffle for charity on game days, the Lions released a free smartphone application that features exclusive in-stadium game day content, including instant replay from several different camera angles for every play, and concession maps. Eventually, the Lions intend to add other features to the smartphone app, including in-seat concession ordering.

“Mobile is a gateway to our fan base,”

says Thomas Horrom, vice president of technology for the Detroit Lions.

Without it, we’re not able to get creative or innovative in our engineered touch points.”

Delta Air Lines is another company that is using mobile technologies to innovate. The airline announced it had begun equipping its 19,000 flight attendants with mobile devices, which have increased incremental revenue from in-flight purchases.
Here are some steps you can take to ensure that your clients receive excellent service every step of the way.

  • Put your customer service policy in writing.

    These principles should come from you, but every employee should know what the rules are and be ready to live up to them. This doesn’t have to be elaborate.

    Something as simple as,

    the customer is always right”

    can lay the necessary groundwork, although you may want to get more detailed by saying, for instance, any employee is empowered to grant a 10 percent discount to any dissatisfied customer at any time.

  • Establish support systems that give employees clear instructions for gaining and maintaining service superiority

    These systems will help you outservice any competitor by giving more to customers and anticipating problems before they arise.

  • Develop a measurement of superb customer service

    Don’t forget to reward employees who practice it consistently.

  • Be certain that your passion for customer service runs rampant throughout your company

    Employees should see how good service relates to your profits and to their futures with the company.This commitment must be so powerful that every one of your customers can sense it.

  • Share information with people on the front lines

    Meet with your employees regularly to talk about improving service. Solicit ideas from employees-they are the ones who are dealing with customers most often.

  • Act on the knowledge that what customers value most are attention, dependability, promptness and competence

    They love being treated as individuals and being referred to by name.

The efficient market hypothesis suggests that future share prices cannot be predicted by studying past prices and as we have seen, there is extensive evidence to support this view and the right information in collaborating with your partners.

Despite the evidence, investment strategies based on the study of past share prices, or on the analysis of published information such as annual accounts, are common, and the view held by many financial analysts seems to be therefore that capital markets are inefficient.

“Technical analysis involves the use of charts (Chartism) and other methods to predict future shares prices and share price trends, clearly implying that a relationship exists between past and future prices. “


For technical analysis to lead to abnormal returns on a regular basis, capital markets cannot even be weak form efficient.

Fundamental analysis are public information to calculate a fundamental value for a share and then offer investment advice by comparing the fundamental value with the current market price.

It is not possible to make abnomal gains from fundamental analysis if capital markets are semi-strong form efficient, since all publicly available information will already be reflected in share prices.

“Bolster the growing consensus among academics, consultants, and other industry experts that simply spending more on emerging technologies isn’t enough to boost business outcomes.”


Instead, companies that both identify which core business capabilities they need to differentiate and make a commitment to transform these core business capabilities with the right digital technology will greatly outperform competitors who don’t.

For example, a new study by George Westerman, Didier Bonnet, and Andrew McAfee found that firms with a strong vision and mature processes for digital transformation were more profitable on average, had higher revenues, and achieved a bigger market valuation than competitors without a strong vision.

“As with any emerging technology, however, there are significant challenges associated with cloud, mobile, social, and big data initiatives. “

The survey suggests that the primary risks preventing their wider adoption are data security issues, lack of interoperability with existing IT systems, and lack of control.
However, executives from leading organizations—several of whom were interviewed for this report— are overcoming those hurdles to achieve top-line and customer-facing business benefits.

“Strategic options involve the options for strategy in terms of both the directions in which strategy might move and the methods by which strategy might be pursued.”

For example, an organisation might have to choose between alternative diversification moves, for example entering into new products and markets.

“As it diversification moves, it has different methods available to it for example, developing a new product itself or acquiring an organisation already active in the area.


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Learning and Flow

 

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Because flow emerges in the zone in which an activity challenges people to the fullest to their capacities, as their skills increase it takes a heightened challenge to get into flow.

If a task is too simple, it is boring; if too challenging, the result is anxiety, rather than flow.

It can be argued that mastery in a craft or skill is spurred on by the experience of flow that the motivation to get better and better at something, be it playing the violin, dancing, or gene spicing, is at least in part to stay in flow while doing it.

“Flow is an internal state that signifies a kid is engaged in a task that’s right.”

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The flow model suggests that achieving mastery of any skill or body of knowledge should ideally happen naturally.

Csikszentmihalyi found that it was those who in their student days had savored the sheer joy, became serious. Whether it be in controlling impulse and putting off gratification, regulating our mood so they facilitate rather than impede thinking, motivating ourselves to persist and try, try again in the face of setbacks, all bespeak the power of emotion to guide effective effort.


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By the end of the century, a third of the workforce will be “knowledge workers”, or people whose productivity is marked by adding value to information, whether as market analyst, writers, or computer programmers.

Peter Druker, the eminent business maven who coined the term “knowledge worker“, points out that such workers’ expertise is highly specialized, and that their productivity depends on their efforts being coordinated as part of an organisational team: writers are not publishers; computer programmers are not software distributors. While people have always worked in tandem, Druker notes that with knowledge work,

” Teams become the work unit rather than the individual himself.”

Perhaps the most rudimental form of organisational team-work is the meeting, that inescapable part of an executive’s office in a boardroom, on a conference call, in someone’s office.

Meetings bodies in the same room are but the most obvious, and at the somewhat antiquated, example of the sense in which work is shared.

Electronic networks, email, teleconferences, work teams, informal networks and the like are emerging as new functional entities in organisations. To the degree that explicit hierarchy as mapped on an organisational chart is the skeleton of an organisation, these human touch points are its central nervous system.

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The total the talents and skills involved, whatever people come together to collaborate, whether it be in an executive planning meeting or as a team-working toward a shared product, there are in a very real sense on which they have been included in a group of IQ.

In maximizing the excellence of a group’s product, the degree to which the members were able to create a state of internal harmony, lets them take the advantage of the full talent of their members.


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Exploring Corporate Strategy

1. Human resource management and global business strategy

Challenges position, choices and action that should be seen as closely related. In practise none has priority over another, this sequence is not meant to suggest that the process of strategic management must follow a neat and tidy path. Indeed, the evidence on how strategic management happens in practice suggest that it usually does not occur in tidy ways.
Elements of strategic management in linear sequence is characterised first by understanding the strategic position, than strategic choices and finally putting strategy in action. Indeed, many texts on the subject to just this. However, in practise, the elements of strategic management do not follow this linear sequence, they are interlinked and feed back on each other.

The inter-connected circles of the above exhibit are designed to emphasise this non-linear nature of strategy.

Corporate social responsibility is among the top challenges. Companies face when expanding into new markets, especially in developing regions.

Business practices that are acceptable locally are frequently at odds with the values of the company and the laws of its regulatory agencies. This creates a tug-of-war between social responsibility and the need to be successful in those markets, which can turn into significant risk.
Guiding corporate strategic decision-making challenge incorporating the human capital opportunities and risks from operating abroad into corporate strategic decision-making workforce opportunities that are marked both by steady improvements through the political machinations that open trade across borders and enable cross-border migrations, and by sudden and often unexpected changes such as the relaxation in relations between the United States and Cuba; conflicts in Syria, Iraq and Ukraine; and dramatic swings in oil prices.
The challenge for companies is to remain nimble to take advantage of the opportunities while avoiding the risks. HR’s challenge is to gather, assess and understand all the cultural, labor and market complexities of operating in each market so that the company can predict opportunities and risks, know when to enter or exit a market, and integrate successfully into new local markets.
The success of a company’s global growth hinges on HR integrating the workforce. HR-led teams need to assess the complexities of bringing together workforces with often dissimilar societal and corporate cultures. HR can, for example, identify potential roadblocks early and plan interventions before problems arise. The food facilities management company Sodexo identified a need for diversity and inclusion across its 355,000 employees from North American to China. It developed training programs that resulted in significant numbers of women, youths, people with disabilities and indigenous workers productively joining its workforce across the globe.

2.Making the business case for CSR

The challenge for HR is to gain a detailed understanding of local environments and their accepted business practices. It then needs to establish protocols that are customized for each region and communicate these protocols throughout the organization and across its supply chain.
When local labor laws or practices conflict with the organization’s CSR policies, HR needs to be the voice of the individual and ensure that the company maintains its integrity, even when this goes against the potential economic value.

HR faces the additional challenge of demonstrating to the company how good CSR policies strengthen the brand, increase customer loyalty and boost shareholder value.

3.Balancing corporate and societal cultures while promoting diversity

Some cultural attributes, such as a command-and-control management style, can be modified to fit local cultures, while others, such as integrity and human rights policies, cannot be compromised. HR needs to understand and deal with the complexities, deciding which corporate culture elements can change and which are essential to protecting the organization’s values and ethics. The company cannot change anti-bribery policies, but it may choose to change its dress-down-Fridays rule.

Management may also choose to impose cultural elements, such as giving back to the community consistently across the global organization. The challenge becomes even more complex when dealing with new workers, those engaged through means such as crowdsourcing, as well as remote and temporary workers.

HR also needs to develop programs to assist executives to adapt when they move from the head office to regions with different societal and cultural norms.



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Excellence Overview

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A case management on collaboration is fixing the problem right at the first time.  So, whats next?

Believe it or not, a full quarter of employees don’t trust their employer, according to a American Association survey of 1,562 U.S. workers. What’s more, the survey also found that only about half believe their employer is open and upfront with them.

This lack of trust is likely due to a lack of transparency in the workplace. Transparent leadership is the key to fostering a culture of trust between leaders and their employees. Employees who are kept in the loop and understand their role in the overarching purpose and goals of the company are, understandably, more likely to put their trust in their employer.

By now, most of us have heard a thing or two about how to achieve and sustain transparency in the workplace. Here are four reasons why that transparency and culture of trust is necessary:

 

Better relationships

Employees don’t just quit their jobs, they quit their bosses. In fact, CareerBuilder survey revealed that 37 percent of the 3,008 employees surveyed were likely to leave their jobs due to a poor opinion about their boss’s performance.

When it comes to building solid workplace relationships, trust takes center stage. Take Unbounce, for example. It took transparency to another level with its “Inside Unbounce” blog, a staff-authored, un-curated window in the organization. Not only does this demonstrate transparency to potential job seekers, customers, etc., it also keeps employees involved and up to date on company happenings, successes and feedback.

 

Better alignment

Employee alignment, for transparency’s sake, means taking a look at the big picture and seeking to understand everyone’s role within it. This is easily done when employers practice transparency in the workplace. Transparent leadership results in employees who understand the company vision and how their efforts help achieve company-wide goals.

Transparency is at the top of HubSpot’s Culture Code. Its internal wiki includes financials (cash balances, burn-rate, profits and losses, etc.), board meeting decks, management meeting decks, “strategic” topics, HubSpot Lore & Mythology — basically anything and everything employees need to stay informed and aligned with the company vision.

 

Better solutions

When leaders are transparent, problems are solved faster. By being open and honest about company problems, employees can help find solutions. And two heads (or however many heads make up the company) are better than one.

Social sharing app Buffer makes company performance public with progress reports on customer support, blog performance, business performance and more. Not only does doing so increase accountability, it also highlights issues and encourages employees to find solutions.

 

Better engagement

A culture that values transparency in the workplace breeds engaged employees. In fact, Harvard Business Review’s employee engagement survey revealed that 70 percent of those surveyed say they’re most engaged when senior leadership continually updates and communicates company strategy.

When it comes to engaging employees, it’s best to be open about company matters. LinkedIn CEO Jeff Weiner fosters an organization built on transparency. He even takes the time to hold bi-weekly meetings, during which he updates employees on company matters and listens to their suggestions.

What do you think? What are some results you’ve experienced from workplace transparency? Please share in the comments section below.


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