...FIRST, BREAK ALL THE RULES What the World’s Greatest Managers Do Differently By Marcus Buckingham and Curt Coffman THE SUMMARY IN BRIEF Based on in-depth interviews with more than 80,000 managers at all levels (and in companies of all sizes), the Gallup Organization’s Buckingham and Coffman reveal in this summary what great managers do differently from ordinary managers to coax world class performance out of their workers. Great managers, write the authors, routinely break all the rules. They take the conventional wisdom about human nature and managing people and turn it upside down. In this summary you will learn which conventional wisdoms to ignore. First, you will find a simple list of twelve questions that will help you assess whether your workplace is the kind of place that will attract and keep the best employees. You will then learn the four keys for unlocking the potential of each and every one of your employees. The first key is to select employees based on talent rather than experience o intelligence. This r summary will help you learn what talent is and why you can’t create it from scratch. The second key is to evaluate performance based on desired outcomes rather than direct control over the way a worker performs his or her job. You will learn how to define outcomes so performance can be measured and tracked. The third key to great management is to reject the conventional wisdom that people can be fixed. Focus on strength, the authors...
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...FIRST, BREAK ALL THE RULES What the World’s Greatest Managers Do Differently By Marcus Buckingham and Curt Coffman THE SUMMARY IN BRIEF Based on in-depth interviews with more than 80,000 managers at all levels (and in companies of all sizes), the Gallup Organization’s Buckingham and Coffman reveal in this summary what great managers do differently from ordinary managers to coax world class performance out of their workers. Great managers, write the authors, routinely break all the rules. They take the conventional wisdom about human nature and managing people and turn it upside down. In this summary you will learn which conventional wisdoms to ignore. First, you will find a simple list of twelve questions that will help you assess whether your workplace is the kind of place that will attract and keep the best employees. You will then learn the four keys for unlocking the potential of each and every one of your employees. The first key is to select employees based on talent rather than experience o intelligence. This r summary will help you learn what talent is and why you can’t create it from scratch. The second key is to evaluate performance based on desired outcomes rather than direct control over the way a worker performs his or her job. You will learn how to define outcomes so performance can be measured and tracked. The third key to great management is to reject the conventional wisdom that people can be fixed. Focus on strength, the authors urge, not on weaknesses. You...
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...Executive Summary The Enhanced Science and Technology Institute (ESTI) supports research faculty and staff at **State University, University of Any State, Any State Health Sciences University and Any City State University in its management of new discoveries. This support includes the management of new discoveries having commercial applications, as well as the management of corporate research agreements leading to new discovery. Keys to Success * Building a strong support base with the private sector within State and the Northwest. * Creating an effective network between researchers to facilitate cross-disciplinary contact. * Raising the viability of ESTI as the one-stop resource for all transferable technology that is being developed on the campuses of State's four largest universities. Mission The mission of the ESTI is to bring technologies from **State University, University of AnyState, AnyState Health Sciences University and AnyCity State University into public use; thereby providing economic development assistance to state and federal agencies and companies to benefit State constituents, providing service to the technology transfer staff of each institution by assisting in identifying, protecting, developing and transferring technology to the private sector and generating income. ESTI's unique perspective is in its ability to link researchers from various institutions to create new technologies that can then be marketed to the private sector. Historically...
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...The Executive Summary The product line of chocolate has been around for more than couple of decades. Still for all, the market is far from becoming saturated as the chocolate can lose its 1st preference since the consumer try to consume other products like toffees and sweets etc. Usual slogan for every chocolate is promising the taste of the product. Some go far as to offer consumer a situation for the consumption of chocolate. Competing on these lines therefore will only add to the clutter. And how have we decided to position KKrunch? KKrunch offers the attitude to go ahead and consume KKrunch with an attitude that the product is positioned with and simply tells you that the product is there to help you on experiencing something that you dream of doing every day. The campaign slogan “Break the Rule” has been the modeled on inspirational themes which brings the pressure and temptation for to consume the product. In addition to this, the campaign will have the humor and the slogan links to that appeal which provides an attractive attitude positioning the product and provide the unique taste of KKrunch is focusing on to the target market. Three types of individual have been identified as the audience of KKrunch • Firstly, the advertisement targets fun and challenging excitement. The advertisements used are attractive and they show the fun and the coolness of reaching beyond boundaries (challenge). The ambiguity allows us to convey the message to abroad spectrum of fun seekers...
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...Lesson 2 Case Study Your Name MS510: Human Resources Management Professor Louis Lopez January 27, 2015 Affirmative Action Plan Goals Evidence of Discrimination Introduce material here… Start the first sentence with the purpose statement followed by your introduction. Please post case studies in Turnitin Assignment Drop Box as a MS Word document. Remember, each case study must have the heading listed below and must be answered according to instructions; each heading is worth a percentage of each case grade. This is how I want your paper turned in. The introduction is generally one paragraph. The easiest way to explain this section is to think of it like an abstract or introduction. This section, if written properly, can actually act as the abstract for this paper. It will, in a sense, set up the rest of the paper, which is the review of the case, analysis, recommendations, and the summary and conclusions sections. If there is a second paragraph, it will look like this. An interesting APA fact is that there is only one space after the period. This is difficult for many to get used to and takes practice. The paper should be written in third person narrative. I do not want to see you writing in the first person. Note: I have bolded the required headings that must be present in the paper and please keep bolded. Answer the following questions by applying the concepts learned in Chapter 1. Also, conduct literature reviews on the subject of discussion and use to support...
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...First week in my OJT May 25 Friday Our on-the job training in Tempura Japanese Restaurant took-off with a brief orientation with the store manager. First, the trainees were introduced to the whole staff, followed by a tour inside the store premises-from the dining area, then to the bar and finally in the kitchen. During this tour, the manager gave us a few ideas on how it works and we have our first glimpse on how the restaurant operates. After that activity, he/she gave us our first on-site post: the entrance. We’re instructed to stay there and open the door for the guests. He/She also reminded us that it’s a must to greet the incoming guests with “Yokoso , Ma’am/ Sir” while outgoing customers must hear the words “Doumo arigatou gozaimasu”. May 26 Saturday On our second day on Tempura, the staff taught us the standard position for serving. At the end of this activity, we were expected to learn the basic steps on how to serve the guests efficiently, have an adequate proficiency about the menu including the right pronunciation for each dish. A staff also made a demonstration on table-setting. In this task, the demonstrator specifically pointed-out that the table was set in a specific manner that follows a strict standard.After the activity, we were instructed to go back to our first designated post and usher the guests. May 27 Sunday After two days of warming-up on our new environment, the trainees were able to catch up on the life in Tempura. Day 3 is an exciting day because...
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...In general, strategic interaction describes the way in which two parties trade. In sports, these trades are known as sponsoring. For instance, people are confronted with sponsoring in sports seeing logos of companies on t-shirts of a club, by TV ads which are shown in breaks of sporting events or by products we buy in our neighborhood drug store that are “officially” supporting the players of a professional soccer league. In the United States of America these phenomena of strategic interaction between companies and leagues, clubs or only team members are represented even stronger than in Europe. One main difference is the absence of TV timeouts in Europe. The main goal of this paper is to show how economic principles justify the introduction of these TV timeouts. First, it will describe the changes that have taken place concerning the advertising time outs in order to connect it to the underlying economic principles afterwards. Finally, it concludes with a summary of my findings. TV timeouts are basically artificial breaks of the gameplay to show the television viewer commercials during a sporting event in order to reach an audience as large as possible. In return, the league and the clubs receive a certain amount of money from the particular companies that desire to use the setting of the sporting event to show their commercials. As a consequence, some people might hold the view that artificially stopping the game to show commercials is not only boring for the audience in...
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...1. What are the key elements of Morgan Stanley’s 360ο performance evaluation process? The first key element, which is also the name giver for the new evaluation process, is the 360 degree feedback. The new system is based on the idea that a professional should be evaluated by colleagues from all levels of hierarchy, be it superiors, peers or subordinates. This is an innovation, compared to the previous system, according to which the evaluation of a professional was performed by a group of professionals, superior to him/her in the hierarchy. The 360 degree title refers to the periphery of a circle that encompasses the individual, which is exactly the sum of professionals, of all ranks, who can provide constructive feedback to the professional, as opposed to just their supervisors’ opinions which only makes up for a portion of their surrounding professionals, which can thus be described as “part of a circle, but not all”. The aim of 360 degree feedback is that the one-sided perspective of the supervisors is eliminated. This perspective is usually formed by the special nature of the relationship of a given professional to their supervisors. That relationship is usually similar to that of a parent to a child or an authority to the people. The relationship between a parent and a child is characterized by the child’s tendency to execute to its parent’s orders, either out of respect or out of love. It is also characterized by a child’s tendency to ask perks from its parent, and...
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...Contents ! Executive Summary ............................................................................................................................................... 1 Appendix I: Process Flow ..................................................................................................................................... 2 Appendix II: Break-even analysis for Drilling and Profiling processes ............................................................ 3 Appendix III: Standard operation times (setup and run time scaled per board) ............................................ 4 Appendix IV: Total operation time results for the order sizes 1, 8, 200 and 800 ............................................ 5 Appendix V: Capacity in the DFPR area ............................................................................................................ 6 ! II! Executive Summary The Donner Company manufactures Soldermask over bare copper circuit boards. Meeting specifications of small and large electronic firms by a self-invented process making them one of the industry leaders. The routine process1 can be divided in three main stages - preparation, image transfer and fabrication (Appendix I). In both, image transfer and fabrication, it is possible to choose between two alternate technologies (manual vs. automatic) leading to the same output in a sub-process while differing in a fixed setup time and run time per board. Therefore, a break-even quantity was calculated...
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... Introduction Use this document as your guide to success. All Brand Extension Marketing Plan documents should use 1” margins, 12 pt. font, and include a cover page and a reference page. For the Brand Extension Marketing Plan assignments in this class you will not use the usual APA rules which require in-text citations as 1) no marketing plan ever uses direct quoting within its contents, 2) we are making an exception due to the nature of a marketing plan assignment and 3) you will not use double-spacing but instead you will use this document’s formatting. It is important that you write your Brand Extension Marketing Plan in third person (there is no “I” in a marketing plan), using your own words, and/or paraphrasing instead of direct quoting. Once deposited into the Drop box for grading, Brand Extension Marketing Plan assignments are submitted to Turnitin for a potential plagiarism review, so it continues to be important for you never to use anyone else’s words verbatim. For each of the Brand Extension Marketing Plan assignments, you should list, on the reference page, all of the references you used when preparing your plan. Again, you do not need to include the in-text parentheses noting references and timeframes as normally required in our APA assignments, but you do need to use APA to format your references list. If you have any questions on this exception to using APA, let me know. All the components of the Marketing Plan are assessed using the following:...
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...they provide a summary measure of the level of overall favorableness or support that the public holds for the police. The public image of the police is complex, making generalizations difficult. There is no single best measure of the police image. Many people in the 18–24 year age bracket were considerably more likely than older people to express negative views of police and to report dissatisfaction with their treatment by police. It is possible that their views will moderate as they get older. However, there is also a risk that public support for police might weaken over the longer term unless definite steps are taken to improve the relations between police and young people. Researchers examine general public perceptions of police behaviour and the complaints process. It deals with the public’s general perceptions of police behaviour and changes in the police ‘image’ in recent years, and then with issues relating to dissatisfaction with the respondents’ perceptions of, and experiences with, the complaints process. They explore the differences in the way particular demographic groups responded to the questions concerning police behavior and police ‘image’. The demographic factors reported on are age, gender and education. People were asked some questions designed to measure their tolerance of police misconduct. Most people agreed that ‘you will always get some corruption in the police service’. Many people agreed that ‘sometimes police need to break the rules to get the job done’...
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...Therefore any variation of the original agreement was voidable at the instance of the debtors for duress. “ In point of law payment of a lesser sum, whether by cash or by cheque, is no discharge of a greater sum. This doctrine of the common law came under heavy fire. It was ridiculed by Sir George Jessel in Couldery v Bartram.[1] It was said to be mistaken by Lord Blackburn in Foakes v Beer.[2] It was condemned by the Law Revision Committee (1945 Cmd 5449), paras. 20 and 21 . But a remedy has been found. The harshness of the common law has been relieved. Equity has stretched out a merciful hand to help the debtor. The courts have invoked the broad principle stated by Lord Cairns in Hughes v Metropolitan Railway Co.[3] "It is the first principle upon which all courts of equity proceed, that if parties, who have entered into definite and distinct terms involving certain legal results, afterwards by their own act or with their own consent enter upon a course of negotiation which...
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...Summary September 11th played a pivotal part in United States history. The U.S economy was in a era that movement towards a better economy was inevitable. Daniel Yergin explained, “Up until September 11, there was a sense that with the crisis and the risks, that nevertheless this movement towards globalization really was irreversible. And since then there's a recognition of that you can't turn back the clock; we're not going to abolish e-mail, or computers aren't going to get slower, but things can go in another direction. Markets do best and work best and deliver what they can do during times of peace. And if you're not in a time of peace, but you're in some other kind of time, then things won't work as well, and priorities will be elsewhere as well (Commanding Heights)”. The United States was about to go into a recession and President Bush wanted to rebuild an economy that will put the United States back to economic freedom. Bush had a plan and want to seek out new ventures to make his plan come to life. “Out of the sorrow of September 11, I see opportunity, a chance for nations to strengthen and rethink and reinvigorate their relationships. When nations open their markets to the world, they find in America a trading partner, an investor, and a friend (Commanding Heights)”, Bush explained. He wanted to make sure that the world would have confidence in America, but technology was a barrier that couldn’t be suppressed. Richard Cheney explained it as, “ I don't think there...
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...equality for all people. There are also several arguments that are against Kantianism and will dispute the theory. But the overall goal of Kantianism is to ensure that every person is treated with respect. In addition, this assignment will discuss and defend my position on a contemporary IT issue using a practical ethical theory. Unit 1 Assignment 1 Ethical Theory-Kantian The ethical theory that I have chosen that best represents my personal principles is Kantianism. This theory was named after the German philosopher Immanuel Kant. According to Quinn, “Kant believed that people’s actions ought to be guided by moral laws, and that these moral laws were universal” (Quinn, 2013, para. 2). The universal law is the belief that everyone tries to do the right thing and be a rational person and therefore rational decisions can be applied to everyone in the world. Kantianism does not consider the consequences of the ethical issues to be important, rather it is based on what should be done or doing the right thing regardless of the consequences. Kant’s decision is based on the theory that nothing is good without qualification. This means that the only thing that is good is good will or good intentions. The belief is that if a person does a good deed without expecting to gain something or having a hidden agenda for doing that good deed is a good person (“Kant’s moral theory,” n. d.). For example, if a person donates a car, money or clothes to a charity in order to get a break on taxes...
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...Project 2 : The Application of Strategic Rules to Innovate your Business Table of Contents Executive Summary Pg. 3 Introduction Pg. 4 Review the 10 Strategic Rules for innovators from their application Pg. 4 Three most important, generic innovation rules Pg. 7 Formal pathways for innovation that already exist Pg. 8 Opportunities to make processes and the business more innovation friendly Pg. 8 Systematic ways to track innovations and mesure their success Pg. 9 Processes that will help manage innovation Pg. 10 Conclusion Pg. 10 Works Cited Pg. 12 Executive Summary This report contains a current evaluation and analysis of applying strategic rules to innovate the entire Sea Ray organization. The 10 fundamental strategic rules will be discussed and I have chosen three of these rules as the most critical to Sea Ray’s success. Sea Ray must operate in fundamentally different ways when forming an innovation experiment to avoid organizational memory. The success of the experiments will hinge more on experimentation than the initial strategy used. Sea Ray then must not base success on financial performance, but on the ability to learn and adapt. Formal pathways which are currently being used for innovation will be assessed and characterized. Using this pathway data, new modern opportunities will be discussed in order to make Sea Ray more innovation friendly. Sea Ray will also...
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