Corporate Culture – Upbeet Communications http://upbeetcommunications.com/ Wed, 12 Jan 2022 02:11:36 +0000 en-US hourly 1 https://wordpress.org/?v=5.8 https://upbeetcommunications.com/wp-content/uploads/2021/07/icon-3.png Corporate Culture – Upbeet Communications http://upbeetcommunications.com/ 32 32 Starbucks pledges to spend $ 1.5 billion with various suppliers by 2030 https://upbeetcommunications.com/starbucks-pledges-to-spend-1-5-billion-with-various-suppliers-by-2030/ Wed, 12 Jan 2022 00:36:47 +0000 https://upbeetcommunications.com/starbucks-pledges-to-spend-1-5-billion-with-various-suppliers-by-2030/ More than a year after committing to making its workforce more racially diverse, Starbucks has pledged to nearly double the amount it spends with minority-owned vendors. The company said on Tuesday that it plans to increase the money it spends with various vendors to $ 1.5 billion per year by 2030, a jump from the […]]]>

More than a year after committing to making its workforce more racially diverse, Starbucks has pledged to nearly double the amount it spends with minority-owned vendors.

The company said on Tuesday that it plans to increase the money it spends with various vendors to $ 1.5 billion per year by 2030, a jump from the nearly $ 800 million it spent with various vendors in fiscal 2021.

At the same time, Starbucks said it will devote 15% of its advertising budget over the next year to minority-owned and oriented media companies, as part of an effort to expand its audience. Many advertisers and businesses have announced plans to take similar action in response to calls from activists advocating for social and racial justice in the summer of 2020.

Fairness issues and anti-Black biases in the business came to the fore in 2018, when two black men were arrested at a Starbucks store in Philadelphia while waiting to buy coffee. Starbucks responded to a boycott threat by promising to change its corporate culture, promises tested in an Equal Employment Opportunity Commission investigation, which was settled last March.

Also on Tuesday, the Seattle-based coffee giant outlined a broader initiative to advance social and racial equity in the business, including plans to launch a leadership accelerator program this summer to connect black employees. , Indigenous and Colored with senior management and by announcing the first round of funding to individuals in businesses of color through its Community Resilience Fund.

“We haven’t always done it right and we’ve had setbacks, but we’ve taken those setbacks and turned them into opportunities for growth and improvement,” wrote Dennis Brockman, Global Head of Inclusion and of diversity, in a letter. to employees.

“It’s not enough to just share these words in a message, our work has to be done through action,” said Brockman.

The most recent announcement builds on a previous commitment to increase the diversity of its workforce, from baristas to regional directors to senior vice presidents, and a plan to link executive compensation to its success.

In October 2020, Starbucks announced an initiative to increase the percentage of people of color represented in company operations to 30% by 2025 and to increase the number of people of color in retail and 40% manufacturing over the same period.

Starbucks said at the time, and again on Tuesday, that the compensation of CEO Kevin Johnson and 42 other senior executives would depend on his ability to meet those goals, but the company did not share further details.

A year later, Starbucks increased the percentage of female workers from 69% in 2020 to 71% last year. The representation of people of color also increased by a few percentage points to 48% in 2021.

In Starbucks cafes and coffee stands, the number of black employees working as regional managers fell from 12% in 2020 to 16.7% in 2021. The ratio of regional vice president positions tended the opposite way: workers blacks made up 17.6% of vice presidents in 2020 and 10% in 2021.

About 6% of regional vice presidents in 2020 were Hispanic or Latino. This number rose to 10% in 2021.

In corporate roles, 9.8% of senior vice presidents were black in 2021, up from 11.6% in 2020. The percentage of Hispanic or Latino senior vice presidents remained stable, from 2.3% in 2020 to 2.4% in 2021.

“We have the power to reframe and normalize diversity,” said Brockman. “I don’t take this job lightly – we’ve made great strides, but we can’t lose momentum and need to move faster to accelerate the change that is necessary and imperative to ensure Starbucks is the brand of choice by being the more diverse, inclusive, equitable and accessible business.

The announcement comes at a time when some Starbucks workers are pushing to organize. Starbucks workers on Broadway and East Denny Way in the Capitol Hill neighborhood filed a petition with the National Labor Relations Board in December to hold a union election.

Earlier this month, unionized workers at a Starbucks store in Buffalo, New York, quit their jobs due to health concerns while working amid rising COVID-19 cases.

In his letter to over 200,000 partners, Brockman cited the company’s mission to “inspire and nurture the human spirit – one person, one cup and one neighborhood at a time.”

To hold itself accountable, Starbucks is committed to sharing regular updates on its diversity goals.

Starbucks donated $ 21 million to seven community development financial institutions to support the growth of small businesses and community development projects, fulfilling part of a $ 100 million commitment for its Community Resilience Fund.

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FLOYD INGRAM: Quality of life in Clarksdale https://upbeetcommunications.com/floyd-ingram-quality-of-life-in-clarksdale/ Sun, 09 Jan 2022 16:10:10 +0000 https://upbeetcommunications.com/floyd-ingram-quality-of-life-in-clarksdale/ We hear people talking about quality of life all the time. It’s one of those heartwarming phrases that are loved by local, state, and federal politicians when they want to say something good without actually saying something. Think about it. What is the quality of life? A person’s health is one of the factors when […]]]>

We hear people talking about quality of life all the time. It’s one of those heartwarming phrases that are loved by local, state, and federal politicians when they want to say something good without actually saying something.

Think about it. What is the quality of life?

A person’s health is one of the factors when we talk about a person’s quality of life, just like the size of their wallet or the success of their children.

Industry and institutions grasp this concept, for example when schools talk about great test scores, the winning baseball team, or the enthusiasm of their teachers. Companies seek it to attract people to neat, clean offices, with managers who work hard to develop young talent and a corporate culture that recognizes and rewards hard work.

Cities and towns have it too. And this quality of life is very similar to the quality of life of individuals, industry and institutions.

Questions?

Questions that lead to the truth are the best way to come up with answers and solve problems

How healthy is our community? How safe is our community? How clean is our community? Is there a winning attitude in this city? Do residents have enthusiasm for their community? Are we working to attract people to the city? Do we welcome them when they get here?

Can people find what they need in Clarksdale? Is there a list somewhere that lists what is missing in Clarksdale? Are there people in our city who then go out and recruit people, businesses and services to fill those gaps? Do we have leaders who are trained, educated, and talented to solve problems and find solutions? Do we recognize and reward hard work and success? Are we working to keep things clean, pick up litter, sweep our streets and haul unwanted cars?

Ask for help

I haven’t been here long, but asking questions is a long-time job. The questions I asked above are issues that Clarksdale – as a community – must answer.

Parts of Clarkdale are safe communities, efforts are being made to clean up, and we are seeing a flourishing of a rejuvenated economy and the winning attitude that a positive business climate brings. Unfortunately, we still have detractors, we need more people moving to the city, and we should always smile sincerely when we welcome someone – foreign and local – to our neighborhood, our business or our church.

Don’t fight the change

Clarksdale has people who want things to change – who want things to improve – and they’re willing to roll up their sleeves to make it happen. This town is blessed with people who love Clarksdale and sell it whenever they get the chance. We need to find more ways to recognize and reward their hard work.

Clarksdale is a great place to live. Too often that uniqueness and charm along with the poverty and gloom is lost on the people who have lived here their entire lives. For them, it’s just the way it always has been.

My suggestion is to find a way to rally the troops, chart a course and overcome the obstacles that stand in our way. Because nothing less than the quality of life we ​​call Clarksdale is at stake.

Floyd Ingram is a horn and drumming cheerleader for Clarksdale and urges you to join him in his quest. You can reach him at your Clarksdale Press Register at 627-2201.


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Long Beach, Ont. Convention center operator pledges to reduce waste – Daily News https://upbeetcommunications.com/long-beach-ont-convention-center-operator-pledges-to-reduce-waste-daily-news/ Fri, 07 Jan 2022 21:03:24 +0000 https://upbeetcommunications.com/long-beach-ont-convention-center-operator-pledges-to-reduce-waste-daily-news/ Global ASM, a Philadelphia-based operator of 325 stadiums, convention centers and other venues around the world, has embarked on a sustainability program that has a strong focus on reducing waste at its facilities. The entertainment giant plans to tackle waste reduction through recycling, waste composting, water conservation, energy reduction, waterless urinals and plastic bottle disposal […]]]>

Global ASM, a Philadelphia-based operator of 325 stadiums, convention centers and other venues around the world, has embarked on a sustainability program that has a strong focus on reducing waste at its facilities.

The entertainment giant plans to tackle waste reduction through recycling, waste composting, water conservation, energy reduction, waterless urinals and plastic bottle disposal at Disposable.

“We were looking to provide water refill stations instead of selling water in plastic bottles,” said company president and CEO Ron Bension.

When it comes to stadiums, there is a lot of trash to clean up.

A 2011 report of the Environmental Protection Agency estimates that an average college football game produces 50 to 100 tonnes of waste. On a larger scale, the EPA says American sports fans generate about 39 million pounds of packaging, paper cups, straws and other trash per year.

Bension said the newly created ASM Global Acts program will take effect immediately at five of its locations, including the Long Beach Convention and Entertainment Center, the Ontario Convention Center and the Toyota Arena, also in Ontario.

The program also aims to increase worker diversity and support underfunded communities with educational resources and career development. For this purpose, the company offers an ASM Global Acts exchange.

“We plan to implement the ASM Global Acts program at all sites we have under our leadership when it rolls out in 2022,” Bension said.

Much of the sustainability measures are cost neutral, he said, although they will save ASM money once they are fully implemented.

“On a human level, our initiatives are rooted in our corporate culture and we do not see them as a cost,” he said. “At the community level, this may vary from site to site and will be funded by the ASM Foundation.”

Thousands of law enforcement badges were on display and for sale at a National Law Enforcement Collectors Show, held at the Ontario Convention Center in 2017 (Will Lester -Inland Valley Daily Bulletin / SCNG)

ASM Global’s objectives

Protect the environment – Reduce waste from visitors and the operation of its facilities.

Invest in people – Create an inclusive environment throughout the company and stimulate career opportunities for current and future employees.

Strengthening communities – Increase philanthropic support in local communities.

Bension said ASM Global Acts is an extension of programs already in place at many of the company’s locations.

“There is some of that going on in almost everyone,” he said. “Some of our buildings have won awards, for example, so we asked ourselves why can’t we do it everywhere? The idea was to create an umbrella organization that consolidates all the different programs into one.

This translates into more job opportunities. ASM plans to offer apprenticeship programs for the many types of jobs available on its sites.

“We have a variety of openings for finance jobs, food and beverage jobs, security jobs… there are all kinds of opportunities,” Bension said.

The company’s philanthropy will provide support for food banks and after-school programs, as well as vaccination and COVID-19 testing.

“We’re looking at sustainability, the environment, and the people who work for us as a whole,” Bension said. “Our stadiums are where people from the community come to participate in events, and it’s also where our employees live.”

The fallout from COVID-19

The company – created in November 2019 by the merger of AEG Facilities and SMG – has weathered the fallout from the COVID-19 pandemic as many live events were canceled or postponed during the health crisis.

The company’s portfolio includes stadiums, arenas, convention centers, theaters, equestrian centers and recreational venues. Staffing in many of these locations has been particularly affected.

“Before COVID-19, we had almost 61,000 employees,” Bension said. “Right now we’re around 40,000… but we’re getting ready again.”

Figures released on Friday by the California Department of Public Health show that the health crisis is far from over. More than 5.6 million cases of COVID-19 have been confirmed statewide. This translates to a daily average of 43,697 cases. Data further shows that 76,341 Californians have died from the virus.


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Advantest: President Yoshida’s 2022 New Year’s Speech (Abridged Version) https://upbeetcommunications.com/advantest-president-yoshidas-2022-new-years-speech-abridged-version/ Wed, 05 Jan 2022 08:53:35 +0000 https://upbeetcommunications.com/advantest-president-yoshidas-2022-new-years-speech-abridged-version/ Develop by further evolving the DNA we inherit from our predecessors Happy New Year everyone ! I hope 2022 will be remembered as another year like last year, when our struggles to overcome the challenges of Covid-19 resulted in record orders, sales and profits. It has been two years since the Covid-19 pandemic broke out. […]]]>

Develop by further evolving the DNA we inherit from our predecessors

Happy New Year everyone !

I hope 2022 will be remembered as another year like last year, when our struggles to overcome the challenges of Covid-19 resulted in record orders, sales and profits.

It has been two years since the Covid-19 pandemic broke out. We have achieved amazing results in the global market during this time, despite restrictions on work and business travel. Advantest’s business requires cross-regional teamwork from all employees, and the fact that we have achieved record performance for the second year in a row, even amid restrictions on face-to-face communication, is testament to the fact that each employee in the group performed their role correctly and communicated successfully when necessary.

The human resource development system, organizational management and global corporate culture put in place by our predecessors have also supported our ability to handle this emergency. By sharing these values ​​in the form of INTEGRITY and embodying them in teamwork, we have been able to make tremendous progress. I take this opportunity to express my sincere thanks to all of you.

The global economy is recovering from the pandemic, but the impact of the Omicron variant remains uncertain. That said, market forecasters all agree that growth will continue into 2022, so it’s clear what we need to do this year. We must not miss this opportunity. I would like to share with you some of my thoughts on future challenges, with a view to growth not only in the short term but also in the medium and long term.

1. Put customers first and foremost to secure number one market share

We are now receiving unprecedented levels of orders, but as the global supply system cannot keep up with the growth in demand for semiconductors, unfortunately we are not meeting our supply responsibilities sufficiently. We need to provide accurate information to our customers and work with them to find solutions. Our clients also encounter difficulties, which makes it a privileged opportunity to forge relationships of trust. It is important for the whole company to work together to secure materials and retain customers.

We also need to share intelligence with our supply chain. But in cases where solutions are simply not available, those in charge should not suffer in silence, but invite their managers and colleagues and even top management to brainstorm solutions together.

2. Accept changes in society and our lives, and change ourselves.

To further evolve the DNA we inherited from our predecessors and make the company stronger, we must transform our business and operations in light of the changes that have shaken society and people’s lives. Tensions between nations, business impacts of climate change and decarbonization, demands for more sophisticated corporate governance and corporate information disclosure… our management environment is becoming more and more complex. It is also clear that the on-going digital transformation will dramatically transform our lives in the future, so in accordance with our “Quest for the Essence,” as set out in The Advantest Way, we must continue to question the essence of these changes and select the most appropriate measures for Advantest. I want to boldly implement measures that contribute both to the sustainability of the company and to the sustainability of Advantest.

3. Technology and innovation

We are a technology company whose purpose and mission is to enable advanced technologies. For a long time now, we have devoted more than 10% of our turnover to future-oriented R&D expenses. Advantest is rich in hardware and software products and resources. As a global company, we have diverse human resources and, most importantly, many of the most innovative clients in the world. We are in an excellent position to meet the challenge of delivering new innovations. Our DNA is to create things that do not yet exist, making Advantest a unique company capable of bringing new innovations and contributing to society.

4. Working modes

The results of the global engagement survey we conducted last fall, our first in three years, have improved significantly, and the compliance survey also conducted around this time showed that our organizational culture is healthy. . However, there is still room for improvement. We will incorporate what we learned from these surveys into action for improvement.
With our acquisition of R&D Altanova last year, our overseas employee ratio is now approaching 60%. 95% of our sales already come from abroad, and there is a growing need to globally standardize our personnel management systems.

But above all, we want our employees to love Advantest. To this end, we are committed to providing a variety of training and education opportunities and to improving our workplaces. Through the reform of the working style, let us all work to create a virtuous circle of increasing levels of engagement and, consequently, improving the performance and corporate value of Advantest.

To note: All information provided in this release is correct at the time of publication, but may be subject to change.


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Baker Tilly Cambodia: World-class employer gets another prestigious recognition https://upbeetcommunications.com/baker-tilly-cambodia-world-class-employer-gets-another-prestigious-recognition/ Sun, 02 Jan 2022 18:16:01 +0000 https://upbeetcommunications.com/baker-tilly-cambodia-world-class-employer-gets-another-prestigious-recognition/ HR Asia has once again recognized Baker Tilly Cambodia (BTC) as one of the best Cambodian companies to work for in Asia for the year 2021. HR Asia awarded 15 companies in Cambodia the “Best Companies to Work for in” Asia ”in its 2021 edition. This is the second year in a row that BTC […]]]>

HR Asia has once again recognized Baker Tilly Cambodia (BTC) as one of the best Cambodian companies to work for in Asia for the year 2021. HR Asia awarded 15 companies in Cambodia the “Best Companies to Work for in” Asia ”in its 2021 edition.

This is the second year in a row that BTC has won the award. BTC was among 18 Cambodian companies that received the same recognition in 2020.

According to HR Asia, the award is aimed at companies across Asia and recognizes companies with best HR practices that demonstrate high levels of employee engagement and excellent workplace cultures.

The award recognizes top employers in Cambodia, China, Hong Kong, India, Indonesia, Malaysia, United Arab Emirates, Philippines, Singapore, South Korea, Taiwan, Vietnam and Thailand. HR Asia is often described as “the most widely circulated and authoritative publication in Asia for HR professionals”.

To establish the list, employees are asked about the dominant corporate culture, initiatives, leadership, among other factors.

HR Asia said only the “best of the best” were on the list. The high-profile nature of this award attracts nominations from Fortune 500 companies, as well as other companies of various types, including multinational corporations and government-related companies.

“This award selects world-class companies with high levels of employee engagement and excellence in the workplace while showing empathy and caring for their employees,” noted HR Asia.

BTC is the Cambodian branch of Baker Tilly International, one of the top 10 accounting and business advisory networks in the world. Baker Tilly International, headquartered in the UK, is present in nearly 150 countries in Asia, South America, Africa, Europe, North America and Oceania.

Founded in 2007, BTC has grown into one of the leading accounting and consulting firms in Cambodia. It operates according to its vision of “Better company to work with, best company to partner with”.

The company has expanded to two offices with a staff of over 90 people in the BKK district of Phnom Penh.

BTC offers a full range of professional services, including audit and insurance, taxation, accounting, corporate secretarial work, forensics and investigations, corporate turnaround and restructuring, and corporate management. insolvency.

BTC’s reputation as one of the most employee-friendly companies in Cambodia is bolstered by several programs geared towards the well-being and development of its workforce.

BTC was able to implement these programs, and even add more, amid the COVID-19 pandemic.

These employee-centric measures and initiatives include: regular staff training; sponsorship program for professional studies; mentoring program; Employee Assistance Program (EAP) for mental wellness; regular social events.

BTC is also sending its selected local staff to another company in the Baker Tilly Network outside Cambodia for a six-month secondment abroad. There’s also an on-site kitchen with free breakfast for all staff. In addition, it offers health benefits to staff, such as group accident insurance, hospitalization and surgical subsidy.

“We always believe that we take care of our employees, our employees will definitely take good care of our business,” said KM Tan, Managing Partner of BTC.

More importantly, BTC was able to adapt to the COVID-19 situation without compromising the health and safety of staff and their families.

At BTC, according to Tan, the safety and well-being of staff comes first.

“The years 2020 and 2021 have been very difficult for us. BTC is very proud to receive the award during these difficult times, ”said Tan.

At the height of the pandemic, BTC proactively put in place all preventive measures, including the rotation of staff and teams divided into different batches, and adopted work-from-home and isolation policies with approaches systematic to ensure that services to clients are not interrupted, and at the same time, to ensure that all staff salaries, benefits and compensation are not affected.

This year, the promotion, bonus, seniority and salary increase policy was also implemented without delay, and investments in staff training and development, including sponsorship from professional studies, were granted to authorized personnel, as usual.

“Everyone was on the same page. We were able to accomplish a lot in this very difficult situation, ”concluded Tan. “Our staff work very hard. I would like to thank them for their commitment. This prize belongs to everyone.

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JESS TECHNOLOGY TARGETS 10,000 CUSTOMERS BY 2025 https://upbeetcommunications.com/jess-technology-targets-10000-customers-by-2025/ Fri, 31 Dec 2021 23:24:05 +0000 https://upbeetcommunications.com/jess-technology-targets-10000-customers-by-2025/ JESS Technology Sdn Bhd, billed as the largest industrial automation maintenance company in Southeast Asia, aims to serve 10,000 customers by 2025. Group General Manager Datuk Nick Cheng Sze Jun said that since JESS Technology entered the field of industrial automation machine maintenance services in 2010, its customer base has grown year by year – […]]]>

JESS Technology Sdn Bhd, billed as the largest industrial automation maintenance company in Southeast Asia, aims to serve 10,000 customers by 2025.

Group General Manager Datuk Nick Cheng Sze Jun said that since JESS Technology entered the field of industrial automation machine maintenance services in 2010, its customer base has grown year by year – and it has grown. reaches 6,600 customers worldwide to date.

The company has continued to grow from two employees at the start to over 70 now, with branches in Kuala Lumpur, Penang, Johor Baru, Thailand and Singapore.

According to Cheng, the group has always adhered to its corporate culture of 3P: purpose, principle and passion.

“In business, principles count more than anything,” said Cheng.

“Don’t hurt anyone for personal gain, whether it’s your colleagues or your business partners.

“Win-win situations always lead to long-term business. Enthusiasm in striving for improvement is the basis of success, ”he said. If profits are vital for any business, for Cheng, that’s not all. He focuses more on building long-term relationships with customers, as he considers mutual benefits and win-win situations to be more important.

Cheng cited an example: “A large-scale electrical panel project was supposed to take a day to complete. But for various reasons because of the machine, we took three days to finish the job.

“Yet we only billed the customer for one day’s work; there was no additional charge.

He added, “Money is earned, but it has to be done in the right way, so that we can build an ongoing relationship with customers. “

Cheng, who is president of the Malaysian Industrial Automation Association (MIAA), is also committed to helping association members improve factory automation machines – to reduce costs and increase production in the industrial automation, thus increasing profits.

“The government has launched a number of Industry 4.0 incentives to help factories upgrade their machines, and we are also actively bringing automation to member factories. “

JESS Technology provides a wide range of services – industrial automation repair services (servo drive, inverter, power supply, PLC, PCB, HMI, CNC, etc.), motor rewinding and repair services (AC and DC motors), supply and trade of industrial equipment, and system upgrade and improvement services (machine upgrade, machine modification, PLC programming, automation upgrade, etc. ).

Over the years, in addition to customer recognition and support, JESS Technology has also been recognized as a leader in the industry.

JESS Technology has been named the only authorized industrial automation electronics repair center in Malaysia for Mitsubishi Electric and Nidec Control Techniques.

JESS Technology won the Malaysia Power Brand Award in 2016/17, the Top 100 Most Influential Young Entrepreneur Award in 2020, and the Golden Bull Enterprise Award in 2021.

In 2021, Cheng received the DPSM Yang di-Pertua Negeri Award from Melaka, which bears the title of Datuk, in recognition of his contributions to industry and society.


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The impact of staff motivation incentives on productivity https://upbeetcommunications.com/the-impact-of-staff-motivation-incentives-on-productivity/ Wed, 29 Dec 2021 23:07:49 +0000 https://upbeetcommunications.com/the-impact-of-staff-motivation-incentives-on-productivity/ A motivated employee is a company’s most valuable asset. Research shows that a highly motivated employee is at a higher performance level when the reverse is true. Your human resources department needs to find creative ways to keep people motivated in the workplace in order to improve performance. Here are the ways to improve motivation […]]]>

A motivated employee is a company’s most valuable asset. Research shows that a highly motivated employee is at a higher performance level when the reverse is true. Your human resources department needs to find creative ways to keep people motivated in the workplace in order to improve performance.

Here are the ways to improve motivation and performance at work:

1. Adequate remuneration of employees

Many companies mistakenly focus on what employees can do for them instead of wondering what they can do to make sure every team member feels valued. A business can’t keep an employee motivated if it doesn’t reward hard work and productivity.

When employees are not paid properly, their commitment and level of performance will suffer greatly. Some talented employees can stay on board and improve your workplace performance in the short term. However, in the long run, the job satisfaction of talented employees will decline to the point that they will seek good employment elsewhere.

2. Establish a positive corporate culture

Company culture is one of the best people you look for in the workplace. Employers who ensure that job satisfaction and employee engagement are high are likely to improve employee performance and motivation while creating a positive and productive company culture.

Make sure your human resources department creates the most positive work culture possible. When your human resources department tries to treat every employee well, you improve the performance potential of your entire business. Each member of the team should be recognized for their excellent work.

Companies don’t focus often enough on improving their corporate culture, one person at a time. However, an employee can completely help transform employee motivation if you appropriately reward the employee’s hard work.

3. Improvements in the definition of objectives

Make sure every team member has a voice at company conferences. When you make an effort to make each employee feel like an equally important member of the team, you improve the morale of the employee as a whole.

Everyone in your business should have opportunities to set goals. Whether this is part of your training program or a good HR practice, it is essential to ensure that a highly motivated employee stays in the job for the long term.

Who better understands the needs of employees and their needs than your employees themselves? Human resources departments should ask every employee to conduct regular employee engagement surveys to make sure they are doing a great job that motivates employee development.

There is a positive relationship between employee motivation and employee performance. Employee performance and motivation are important techniques of good business practice and they increase profitability.

Not only is employee disengagement expensive, it can also have disastrous consequences for the culture of your company by reducing the motivation level of each employee.

Find unique ways to recognize when your employees are doing a great job, whether that’s sending a personalized email or rewarding employees’ hard work with financial incentives.

A highly motivated employee will not have a high level of job satisfaction if their employer does not recognize their productivity.

Human resources departments should strive to motivate employee performance in the workplace through incentives and competitive compensation.


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Elkay Releases Second Corporate Responsibility Report https://upbeetcommunications.com/elkay-releases-second-corporate-responsibility-report/ Mon, 27 Dec 2021 19:30:00 +0000 https://upbeetcommunications.com/elkay-releases-second-corporate-responsibility-report/ “At Elkay, our commitment to sustainability and corporate responsibility is reflected in everything we do,” said the CEO Ric phillips. “From our water supply products that provide free public access to fresh, filtered water and have saved tens of billions of plastic bottles from landfills, to the thousands of hours our employees have to work […]]]>

“At Elkay, our commitment to sustainability and corporate responsibility is reflected in everything we do,” said the CEO Ric phillips. “From our water supply products that provide free public access to fresh, filtered water and have saved tens of billions of plastic bottles from landfills, to the thousands of hours our employees have to work with. spent volunteering in their communities, i am proud of the impact our people are making to care for the planet and its people. The people of Elkay continue to get involved and amaze me with the many ingenious ways they help our communities and their constant generosity of spirit. I am proud of the accomplishments of our team and the progress we have made “together to make a difference in the lives of people around the world.”

Announce new goals

Elkay builds on its commitment to corporate responsibility and continuous improvement by announcing new goals to help measure, monitor and drive its progress on important issues, such as diversity, equity, inclusion and the environmental impact.

Elkay’s corporate responsibility goals for the upcoming 2020-2021 reporting period include:

Analyze and reduce greenhouse gases
Metrics 302-1, 305-1, 305-2, 303-3

Elkay conducted a preliminary greenhouse gas inventory in early 2020, listing Scope 1 emissions (direct emissions from operations, p. 2018 and 2019. During this reporting period, Elkay has undergone various changes organizations that impacted our ability to create a reliable baseline In 2021, Elkay will inventory and analyze greenhouse gas emissions across the organization to establish a reliable baseline. Then we’ll start developing a strategy that will prepare Elkay to set science goals by 2024. Elkay is making changes to our energy and water use, improving facility efficiency, and assessing how we can innovate. in our manufacturing practices to be less wasteful.

Improve product transparency
Metric 416-1, 417-1

One of the pillars of the sustainability strategy is to ensure product transparency throughout the organization. In 2018, Elkay began offering Health Product Claims (HDPs) on select products to provide our user community with insight into the materials they interact with on a daily basis. This initiative has enabled Elkay to take a key step towards responsible product stewardship. We are committed to improving the transparency of our products and aim to achieve 80% product coverage with health product claims or similar product sustainability documentation within the plumbing organization by 2026. Over the next two years, the plumbing organization will intensify its collaboration with EIS to begin offering transparency documents on key products by 2024. We plan to use the information in these transparency documents to optimize our products. in terms of impacts on human health and the environment.

Protect and improve the safety and health of employees in our supply chain
Metric 408-1, 409-1, 412-3, 414-1, 414-2

Elkay’s plumbing organization expects our suppliers to act with respect for their employees, the community and the environment. In 2018, Elkay reaffirmed the commitment of 49.1% of plumbing suppliers to the code of conduct during our semi-annual review; this represented about 80% of the plumbing expenses. The Code of Conduct aims to protect the safety of employees, to protect children and adults from forced or compulsory labor, and to ensure that our suppliers engage in fair employment practices. Over the next two years, Elkay will expand the content of this Code of Conduct and ensure that it is integrated into the culture of every Elkay business organization, including EIS and MR Direct, which will result in coverage of 90 % of Elkay purchase dollars.

Diversity, equity and inclusion – Improving the diversity of the candidate pool
Metric 405-1

Elkay is committed to increasing the diverse representation * of our candidate pool to staff our professional positions. We are currently pursuing the following improvements:

  • Increase the percentage of diverse candidates presented to our hiring managers for professional office positions to 25%.
  • Increase the percentage of various hires for professional positions in offices to 25%. We will monitor and evaluate our organizational performance data to determine specific continuous improvement opportunities as we move forward.

* For the two targets, we have chosen to define diversity according to ethnicity, according to where we are in our journey. Please note that we are also looking to increase non-male representation. Both measurements are tracked simultaneously.

Highlights of the 2018-2019 report include:

  • Celebrate record milestones to serve near 7.5 billion gallons of fresh filtered water to thirsty humans while preventing more 46 billion plastic bottles to go into the environment.
  • Increase transparency by producing Health product declarations for our plumbing products
  • Establish a Diversity, Equity and Inclusion Council, resulting in new DEI performance metrics, company-wide leadership training and numerous Employee Resource Groups (ERGs).
  • To throw Fountains for youth program at provide fresh, filtered drinking water to schools in need – and teach children and their parents healthy hydration habits for life
  • Pass one $ 5.6 million donation stage thanks to the ELKAYcares employee donation campaign since its creation in 2011
  • Creation of the Sternberg Philanthropy Prize recognize employees for their exceptional commitments to community service and civic engagement.
  • Increase business development investments in our employees through formal training and development programs and employee education assistance by 38% and 58%, respectively.

“Starting a business on sustainability and corporate responsibility is a big undertaking,” said the Senior Director of Compliance and Sustainability, John watson. “Implementing new measurement and reporting methodologies across multiple functions, and then adjusting your business practices to improve those metrics year over year requires a strong commitment from top management – and in the entire organization at every touchpoint where processes can be improved. I am proud of our employees and their commitment to do the hard work to make the world a better, safer and healthier place and our business a better citizen of our planet – and I look forward to witnessing and report on our future progress towards our newly established goals. “

A full copy of Elkay’s Second Social Responsibility Report prepared in accordance with the Global Reporting Initiative (GRI) Core Option and covering the 2018-2019 reporting period can be downloaded at https://bit.ly/32ivjjq.

About Elkay
A family business since 1920, Elkay has been manufacturing innovative products and providing exceptional customer service for nearly a century. Although proud to be the number one seller of kitchen sinks in the United States, Elkay expanded its business offering more than four decades ago and today offers faucets, water coolers, fountains. water, Smartwell water delivery systems and award-winning ezH2O bottle filling stations, in addition to world-class stainless steel and quartz sinks. Our Elkay Interior Systems business is a global leader in the design and construction of branded retail environments and commercial systems such as stainless steel products for commercial kitchens for major international brands in the retail markets. retail, hospitality, catering and education. Like your family, Elkay has enduring values ​​and traditions, such as our commitment to sustainability and our commitment to our community. Based at United States in Downers Grove, Illinois, Elkay employs more than 2,400 people worldwide, at 28 locations in the United States, China, and Mexico. For more information visit www.elkay.com.

Media contact
Chloe Kasper
[email protected]

SOURCE Elkay


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Review: Book “Be More Boba Fett” – Boba Fett News https://upbeetcommunications.com/review-book-be-more-boba-fett-boba-fett-news/ Sat, 25 Dec 2021 19:17:29 +0000 https://upbeetcommunications.com/review-book-be-more-boba-fett-boba-fett-news/ “Be More Boba Fett” is the latest in DK’s “Be More” paperback line (also available for Vader, Leia, Lando, Yoda or Obi-Wan), and this installment explains how to “always get the job done. As a freelance on the advice of the galaxy’s most infamous bounty hunter. Although the book itself is short, author Joseph Jay […]]]>

“Be More Boba Fett” is the latest in DK’s “Be More” paperback line (also available for Vader, Leia, Lando, Yoda or Obi-Wan), and this installment explains how to “always get the job done. As a freelance on the advice of the galaxy’s most infamous bounty hunter. Although the book itself is short, author Joseph Jay Franco – whose “devotion to the return of Boba Fett does never faltered, “according to his author bio – wrote a fun, easy-to-read, reference-filled guide to being a successful entrepreneur. Get your IRS Form 1099 ready and get started.

The full-color hardcover book features scenes and quotes from a variety of Star Wars media, including prequels through the original trilogy movies, “The Mandalorian” and “The Clone Wars” animated series on one opposite page and tips on winning contracts inspired by Boba Fett. The quotes come from characters like Jango Fett, Bossk, Aurra Sing, Din Djarin, and of course, the man himself, and, for the most part, illustrate every point Franco tries to make good on.

It includes five sections on topics such as “Find Your Way”, “Work for Pay”, “Stand Out from the Crowd”, “Master Your Craft” and “Play the Long Game”.

The introduction to the “Find Your Way” section begins with the heartbreaking stop of young Boba holding Jango’s helmet after the first Geonosis battle of “Attack of the Clones”. It really hammers the reality for many who are just starting out on their freelance journeys – it’s often loneliness and you can feel disheartened at times. But cultivating mentors and business partners can help you through the process until you’re really ready to go solo.

As a freelance writer myself, I have personally connected with the advice that “The only opinion that matters is that of the client” as well as “Always get paid”. One of the first things I learned as a freelance writer is that you get paid to make the client happy, even if you don’t agree with some of the choices they make. And I don’t want to get into the number of times I’ve had to chase payment because my bills were ignored, even though, to be fair, I wasn’t working for someone as specific as Darth Vader. at the time.

I burst out laughing when I got to the “Know When to Outsource” page, which was accompanied by an “Attack of the Clones” always from Jango telling his fellow bounty hunter Zam Wessell, “We’ll have to try something. something more subtle this time, Zam. My client is getting impatient. After all, the attempted assassination of Senator Amidala was a master class in practice, with Jango outsourcing the work to Wessell, who essentially outsourced the work to an ASN Mail Droid and Worms. mortals Kouhun.

“Have a contingency plan” was another highlight. “What if a half-blind smuggler breaks your jetpack, having you eaten by a giant monster living in the pits?” Franco writes. “Would you know what to do next?” While I’m still waiting for The Boba Fett Book to hopefully respond in a canon-compliant manner so that I know what to do, the point remains.

One criticism I have, as I mentioned above, is that some of the quotes and images don’t necessarily revolve around Boba Fett’s experience, but rather that of another character. For example, on the page opposite the advice on ‘getting the right gear’, the image is a photo of Paz Viszla flying outside the Razor Crest with his jetpack, with Din Djarin saying, ‘I have to buy some. a. Although the quote from Chapter 3 of The Mandalorian illustrates this point, it would have been great to include instead a moment when Cobb Vanth is in Boba’s armor or a moment after Boba has recovered his armor.

All in all, if you know a Star Wars or Boba Fett fan who is tired of handling 9 to 5 corporate culture and is ready to stand on their own two feet, you should definitely gift them this book. . It just might help them with all the metaphorical Sarlacc pits they come across on their journey. As Franco concludes, “If you get knocked out of the game and disappear for a while, you can always pick your way up and start over.” “


Revise the disclosure

BFFC received a free product in exchange for an honest review. All thoughts and opinions expressed herein are those of the author and are not in any way influenced by the manufacturer and / or its affiliates.

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When you make a purchase by clicking a supplier link on BFFC, we may receive a small commission. We select links for official merchandise to suppliers with a high reputation for cost, shipping and customer service. We are independently managed and make our own decisions – no one tells us what to do. Best of all, there is no additional cost to you. All profits go to our cost for being online. Thanks for your help!


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10 authors proving that investing in a brand leads to financial growth https://upbeetcommunications.com/10-authors-proving-that-investing-in-a-brand-leads-to-financial-growth/ Thu, 23 Dec 2021 11:00:00 +0000 https://upbeetcommunications.com/10-authors-proving-that-investing-in-a-brand-leads-to-financial-growth/ As an entrepreneur, you are interested in numbers. However, it can be difficult to measure the monetary impact of paying attention to your brand or general workflows. As a result, many leaders give up on focusing on workplace culture and other more difficult to control aspects of running a business. Here’s the truth, though: Investing […]]]>

As an entrepreneur, you are interested in numbers. However, it can be difficult to measure the monetary impact of paying attention to your brand or general workflows. As a result, many leaders give up on focusing on workplace culture and other more difficult to control aspects of running a business.

Here’s the truth, though: Investing in any aspect of your business, like employee engagement, can directly affect your bottom line. The more you focus on improving all of your business systems, including “flexible” systems, the more financial benefits you will reap.

Where can you start? The following 10 authors have a few suggestions.

1. Louis Llanes – Financial freedom plan

Before you can invest in your business, you may want to make sure that your wealth is in the right place. As author Louis Llanes can attest, tax security takes stress out of your life. And when you’re less anxious, you can focus more effectively on helping your organization perform at its best.

In Financial freedom plan, Llanes shares his method of managing your resources. He firmly believes that you can plan and invest your path to early retirement and full financial freedom. Throughout the book, he explains everything you need to know about customizing a great financial wallet. This way you can work on other things… like leading your team!

2. Nathalie Dawson – Team work

What are the cornerstones of an engaged and satisfied workforce that makes good decisions, even when you’re not looking? According to Natalie Dawson, these are alignment, development and transition. Still, it’s hard to get everyone on the same page. It’s there that Team work fits.

Dawson’s work provides you with a clear framework to establish and develop your team’s insight and performance. She will teach you how to strengthen your management skills and realize the benefits of a thriving (even remote) culture irresistible to talented workers.

3. Emmet Scott – Secrets of the DSO

Sometimes the key to improving your business is to study and replicate what is working in other organizations. And you will be amazed at all the helpful tips revealed in Secrets of the DSO, whatever your industry.

What advice can you expect from this page turner writing on building world class dental practices? On the one hand, you will better understand the intrinsic value of providing unparalleled customer experiences for your brand and sales pipeline. Additionally, you will hear about some major mistakes that other companies have made that would be wise to avoid as well.

4. Mike Malatesta – Change of ownership

Finding your fuel as a business founder seems a lot easier than it is. So many things can undermine your mind. Over time, you end up feeling like you can’t spend the energy you want to grow your brand, reputation, and reach. This is why you need a Change of ownership.

Author Mike Malatesta speaks openly about his painful journey of figuring out how to become a powerful CEO. Prepare to be entertained as you jump from chapter to chapter. Change of ownership has a serious message but comes with just the right mix of wit. So prepare to laugh as you meet the mean, gritty characters who ultimately did Malatesta a big favor.

5. Jason Williford – The ultimate real estate machine

The real estate industry has its own rules, as you will find out in The ultimate real estate machine. Written by real estate expert Jason Williford, this revealing explains how to stand out in a hyper-competitive field. And few industries are as intense as real estate. It’s a killer environment with killer rewards for those who have mastered the machines.

Why include Williford’s work in your library if you are not a real estate agent? You’ll get nuggets of marketing ideas, learn about income pillars, and understand how to increase your influence quotient. As a side benefit, you’ll find a wealth of advice that belongs to the minds of every CEO.

6. Evan Ryan – AI as a teammate

You are probably using AI in your business to some extent. You might have installed a customer support AI chatbot, for example. Is this sufficient, however? Read the work of Evan Ryan, AI as a teammate, for a thoughtful answer.

Ryan dispels the misconception that small businesses can’t use AI to their advantage, like keeping your payroll at a sustainable level. However, that doesn’t mean you need to downsize just because you apply certain AI tools. Instead, keep your team members in their roles and free them from mind-numbing work by integrating AI into your business process planning.

7. Yusuf Moolla and Conor McGarrity – The reliable internal auditor in data

Maybe your business isn’t big enough to have a data specialist on board. In this case, you are probably playing the role. But do you know how to leverage your data to make more strategic management decisions, without waiting for a technical expert?

In The reliable internal auditor in data, Yusuf Moolla and Conor McGarrity provide you with useful tips when it comes to collecting and making the best use of your data. Have you always been a bit shy about data? Moolla and McGarrity will give you the confidence to demystify data and move forward with confidence.

8. Randall Powers and Dr Donte Vaughn, DM – From CULTURE to CULTURE

From CULTURE to CULTURE shows you how to refresh your employee culture without giving in to the false beliefs of the corporate culture. Authors Randall Powers and Dr. Donte Vaughn spend time debunking the fascinating and pervasive myths of workplace culture before delving into the heart of this book.

In FROM CULTURE TO CULTURE, you will be guided through the pillars necessary to build a healthy and united culture. The more you strengthen each pillar, the more authentic and solid the foundation of your business will be. It’s good for your business, especially in an age when employees are willing to leave underperforming employers.

9. Richard Thalheimer – The wise investor

Richard Thalheimer, former founder and CEO of The Sharper Image, had an uncanny ability to find and sell the right products at the right time. Since leaving his iconic company, he has taken his skills further by becoming an investment guru.

Whatever types of investments you want to consider for your business or yourself, The wise investor will help you make smarter choices. Searching for a gift ? This might be the perfect book not only for you, but to give to your team members so they know how to invest their wealth.

10. Barry Magliarditi – Sex, drugs and radical self-expression

Feel like pushing a rock up a mountain when it comes to running your organization? When the going gets tough, pick up Sex, drugs and radical self-expression and find out how Barry Magliarditi took his life from the lowest possible points to the highest imaginable.

Magliarditi breaks down three areas that will help you contribute to your well-being at and outside of work: your head, your heart and your hand. This is one of those books that you’ll want to take on a weekend to read. Make sure you take plenty of notes to share on Monday mornings with the rest of your staff.

Your organization is a system. What you do in one place affects everything else. By investing time in various areas, you can get the most out of your brand and your team.


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