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Search results “Managing a diverse organization” for the 2013
Diversity in the Workplace
 
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Our modern workforce consists of individuals from five generations. This video discusses some of the differences between each group and the importance of a diversity and inclusion initiative in the workplace.
Views: 140112 PHRSConsulting
Webinar: Cities at Work: Recruiting and Managing a Diverse Workforce
 
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As major employers, cities are in a unique position to model a positive approach to hiring immigrants and managing a diverse workforce. Join Cities of Migration to learn how recruitment strategies developed by the municipalities of Saskatoon (Canada) and Bremen (Germany) are not only creating a workplace where equity and diversity are valued -- they are building cities for future growth and shared prosperity. Find out more: http://citiesofmigration.ca/webinar/cities-at-work/
Views: 365 Cities Of Migration
Organizational Diversity
 
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Models, Expectations, and Boardroom Diversity
Views: 150 flamenco88
Designing Time: Meaning, not Management: Lisa Solomon at TEDxConstitutionDrive 2013
 
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Lisa Kay Solomon is the founder of Innovation Studio, and faculty member of the groundbreaking MBA in Design Strategy program at San Francisco's California College of the Arts. Building on her background in experience design, scenario planning, and business strategy, Lisa is passionate about helping leaders think originally and expansively about the future, and their role in creating it. She has brought her "Innovation Tradecraft " to executive teams in diverse organizations, such as Herman Miller Inc., Toyota Financial Services, Citrix, Stanford's Media X, and the Kauffman Fellows Program. She also works with educators to bring innovation and discovery skills into primary education through teacher and student workshops. Lisa has lectured at such leading business schools as Stanford University, University of California Berkeley, Cornell University, and the University of Virginia. She has been published in Design Management Review, Businessweek.com, and on prominent blogs including Duarte Design and Watermark for Exceptional Women. She is the coauthor of the forthcoming book Moments of Impact: How to Design Strategic Conversations that Accelerate Change (Simon & Schuster, 2014) with Chris Ertel, which describes how to apply design principles to high-stakes, open ended strategic challenges. Lisa holds an MBA from New York University's Stern School of Business and a BA from Cornell University. She lives in Menlo Park with her husband and two daughters. In the spirit of ideas worth spreading, TEDx is a program of local, self-organized events that bring people together to share a TED-like experience. At a TEDx event, TEDTalks video and live speakers combine to spark deep discussion and connection in a small group. These local, self-organized events are branded TEDx, where x = independently organized TED event. The TED Conference provides general guidance for the TEDx program, but individual TEDx events are self-organized.* (*Subject to certain rules and regulations)
Views: 13276 TEDx Talks
The diversity challenge - role play
 
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A short extract from the Diversity Challenge a Skill Boosters video and e-learning training resource from Inclusive Learning. Access the online course now at www.skillboosters.com
Views: 10559 Skill Boosters
Taking Organizational Diversity to the Future
 
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At the 15th WINConference in Rome from 3-5 October 2012, Michel Deschapelles, a consultant at Egon Zehnder in Miami, delivered a plenary speech entitled "Taking Organizational Diversity to the Future". In his address to around a thousand women from all around the world, Deschapelles shared Egon Zehnder's view on what constitutes inclusive behavior and the importance of assessing inclusiveness as a competency. Many companies are finding that their initiatives to hire diverse talent are yielding very short-term results, as diverse hires often do not feel properly included and frequently leave soon after joining a company, never making it up into the more senior ranks. Hiring and promoting candidates with an inclusiveness competency can extend the tenures of diverse staff significantly. The 2012 WINConference was the 15th in a series of visionary global leadership forums. On the topic of "Making Space: Find Possibilities", W.I.N. aims to open up new future possibilities for both participating organizations and individuals. For more information on the WIN Conference in 2012, please click here: http://www.winconference.net/past-conferences/2012-Global-WINConference/Agenda
Views: 1186 Egon Zehnder
HR Students Convention 2013: "Managing A Diverse Workforce During Times of Complexity and Change"
 
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Ninoy Aquino Library and Learning Resource Center (NALLRC), PUP, Sta. Mesa, Manila March 05, 2013 10am- 5pm
Views: 255 renlm
How an organization would put in place a framework for diversity and management - Marianne Roux
 
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What is really essential is to understand what you have; understand your organization's "as is" picture. This "as is" picture will help you decide if diversity is about women, indigenous, multiculture or abilities. In order to do this you need to firstly identify what you have within the organization, it is also important to have evidence. Next step is to look at a prospective strategy that should be implemented, and figure out what the organization needs to get there; for example to attract your base employees you need to look like someone from the country's population demographics. Therefore, you model this scenario that you want to achieve and look at what your organization presently has, to successfully measure the gap between the two in order to identify what you will be working with. Using that gap you can the suggest an appropriate timeline and adequate activities for the organization to implement; whether it is recruitment, if it is changing the employer proposition, if it is conducting different types of sourcing or if it is building capabilities bottom up in indigenous communities so people are interested. Once you understand the gap between the "as is" and "to be" the timelines and activities will automatically flow. It is critical that there is immense awareness and diversity training given to people so that you create an inclusive culture around your diversity plan. Read More: www.PeoplesHR.com Marianne Roux, Executive General Manager, People & Culture, Cricket Australia.
Views: 116 PeoplesHR
The Difference - diversity at work
 
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Is 'Managing Diversity' anything more than a fancy new name for Equal Opportunities? THE DIFFERENCE shows how a strategy which recognises people's diversity can release potential, enhance staff motivation, improve performance and deliver better service to customers. Video 1: What the Photocopier saw 48 minutes of powerful and entertaining drama scenes showing the costs and benefits of managing a diverse team badly or well. The action revolves around the office photocopier, a silent witness to countless everyday incidents revealing how the business suffers when team members fail to treat each other with respect. Video 2: Real people: different people Six people talk about the prejudices and stereotypes they encounter at work because of their personal characteristics: their age, gender, race, sexuality, disability or parental responsibilities. Available from www.angelproductions.co.uk
Views: 1030 Angel Productions
Leading diverse teams
 
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http://link.imd.org/owp - OWP 2013 with Prof. Ginka Toegel Culturally diverse teams have the potential to perform at an extraordinary high level, but they often experience obstacles, which prevent them from doing so. One of globalization's challenges is to enhance a team's capacity to reconcile the cultural differences of its members. It is estimated that culture clashes account for one third of all failures in international business initiatives. Join IMD's Orchestrating Winning Performance program to find out how you, as a team leader, can initiate open discussions about existing cultural gaps in your own teams to actually leverage and build on the formidable strength that a culturally diverse team offers.
Views: 1712 IMD business school
Paul Green, Jr.: Going Bossless -- The Self-Managing Enterprise
 
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In this Voice & Exit talk, Paul Green, Jr. explores the basics of "self-management," a philosophy that has made his company the leader in its space. Green's company has no managers, no bosses and colleagues are free to pursue diverse paths to realize the company's mission.
Views: 2725 Future Frontiers
Lars Kolind on Importance of Cultural Diversity in Workplace - Key to Innovation
 
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http://LarsKolind.dk | Cultural diversity in the workplace is important and urgent for companies that want to get hold of the key to innovations. Different cultures give rooms for different ideas, which is the foundation for innovation. Therefore company or country that has a more diverse culture will win over those that have less. People from different cultures have different outlook. According to Lars Kolind, a number of engineers being put together cannot invent anything new. While different people with different backgrounds work together can foster and enhance innovation. Therefore, cultural diversity and workplace diversity is a must for any organization that look upon innovation as their competative edge to thrill in the new economy of tomorrow. Lars Kolind sees the United States of America is out-performing Denmark in this case. Danes in Denmark can benefit a great deal in cultural diversity as well as workplace diversity if we want to have a better future for our coming generations. Who is Lars Kolind? Lars Kolind is the father of "Knowledge-based Organization" theory, a business leader, serial entrepreneur, management author and professor working globally from his base in Denmark. Kolind is Master of Strategy and Leadership at the DeTao Masters Academy in China and adjunct professor of leadership and strategy at University of Aarhus, Denmark. He serves as a board member and advisor to businesses in Europe, the Americas and Asia and has lectured at universities around the world. Kolind is globally recognized as an inventor of the knowledge-based organization through his ground-breaking work at world-leading hearing aid manufacturer, Oticon. His work has been subject of case studies by leading universities and business schools around the world. His books have been translated into 8 languages. Lars Kolind also has a remarkable career in voluntary work, in particular World Scouting. He served as chairman of the World Scout Foundation and also holds a seat in the World Scout Committee. Know more: http://en.wikipedia.org/wiki/Lars_Kolind | http://larskolind.dk/ Jump in the video: 0:15 The average US companies is much more diverse than the average Danish company 0:50 develop a new product 0:57 Cultures, religious, ages, backgrounds 1:04 The United States amalgamate
Views: 1400 CEOs at Airport
The Importance of Workplace Diversity (part 1 of 5)
 
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Part 1 of 5 To view parts 2 to 5 visit https://brainmass.com/videos/Workplace_Diversity In this series, Academic Expert Beth Bertelsen takes on the topic of Workplace Diversity. Beth explains and defines the concept of workplace diversity, differentiates diversity from discrimination, and explains what individuals and organizations can do to encourage and implement diversity in their own workplace. This lecture is ideal for college and university students enrolled in business and/or sociology.
Views: 2627 BrainMass
Organizational Behavior Diversity Hiring Project
 
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Organizational Behavior Project Cazenovia College Dr.Adamo Organizational Behavior Fall 2013
Views: 145 Anthony Salerno
The benefits of diversity in organisations. Some real examples.
 
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Diversity can deliver very tangible benefits for employees, customers, and profitability. Here are some real examples for results achieved by Diversity Partners.
Views: 5443 DiversityPartners
Why diversity is upside down: Andrés Tapia at TEDxIndianapolis
 
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Andrés Tapia explores ways we live in an Upside Down World. So much of what we know of how the world works has been flipped on its head. The US' position in geopolitics. The way healthcare will work in the US. How products get manufactured. How we consume entertainment. How we connect with one another. The best practices have become obsolete. But we're not sure what the new and next practices are. If all these and many more things are in the midst of questioning their basic presuppositions, then diversity should be no different. In what ways is diversity upside down? Tapia, Senior Partner at Korn/Ferry International's Diversity, Inclusion & Talent Optimization Practice, has been one of the leading voices in shaping a contemporary, next generation approach to diversity and inclusion. The approach is global, deeply integrated into talent systems, and focused on enabling marketplace success. He has over 25 years of experience as a C-suite management consultant, diversity executive, organizational development and training professional, and journalist. Throughout Europe, Asia, North America, and his native Latin America, Tapia has served clients in shaping their enterprise-wide diversity and inclusion business cases and strategies across industries -- including financial, healthcare, retail, manufacturing, government, not-for-profits, and education -- with dozens of Global 500 organizations such as John Deere, Marriott, United, Target, Cigna and Novartis as well as non-US multinationals in Brazil, South Korea, and India. Tapia, the author of a groundbreaking book, "The Inclusion Paradox: The Obama Era and the Transformation of Global Diversity," is a frequently sought after speaker on the topic of diversity and inclusion. He is the recipient of numerous leadership and diversity awards and has served on a number of boards, including currently serving on the editorial board of Diversity Executive Magazine, the corporate advisory board for the Bentley University Center for Women and Business, and Ravinia Festival. In the spirit of ideas worth spreading, TEDx is a program of local, self-organized events that bring people together to share a TED-like experience. At a TEDx event, TEDTalks video and live speakers combine to spark deep discussion and connection in a small group. These local, self-organized events are branded TEDx, where x = independently organized TED event. The TED Conference provides general guidance for the TEDx program, but individual TEDx events are self-organized.* (*Subject to certain rules and regulations)
Views: 51824 TEDx Talks
Evan Apfelbaum: Diversity in the Workplace
 
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MIT Sloan's Evan Apfelbaum explains how homogenous teams may underestimate the complexity of their work. What’s the Business Case for Diversity in the Workplace? http://bit.ly/Ywuash Evan Apfelbaum Faculty Bio: http://mitsloan.mit.edu/faculty/detail.php?in_spseqno=51474 What is the functional value of diversity for organizations and for teams? It’s less about what diversity adds, and more about what homogeneity takes away.
Views: 4291 MITSloan
Do Diverse Social Enterprises Need Employment Management Practices
 
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Social enterprises have additional challenges in their staffing structures. With an expectation of declining government funding, the difficulty of raising funds in an economic downturn, the increased demand for governance compliance and the services these organisations provide, there is a challenge for organisations to find alternate income. This view reported by Stephen Lunn is supported by a recent research survey of non-profit organisations that found 85 per cent of organisations have moved their focus to generating revenue growth. This will see more independence in the social enterprise sector from the traditional donors and recent government handouts. The organisational workforce is usually heavily dependent on volunteers. Leadership is difficult in the social enterprises and employees and volunteers have varying expectations on what they are looking for in leadership. To enable smooth workings and to achieve positive strategic outcomes it is necessary to have in place performance management models that enable all employees paid and unpaid to contribute to the organisational outcomes. In a recent survey of both paid and unpaid employees it was revealed that both have a loyalty towards the organisation and want to be engaged further in the decision making. This paper will look at the outcomes of the survey and blend them with performance management development models. The paper will look at several models and modify them appropriately to ensure support for the social enterprise mission and strategies. Historically performance management has been a strong contributor to employee engagement in for-profit organisations. This paper will enable social enterprises to adopt an appropriate performance model to ensure positive engagement with their diverse taskforce (paid and unpaid employees). The benefits will be discussed and the implementation identified Ellen McBarron, Australian Catholic University and Associate Professor Dr Nasir Butrous, Australian Catholic University
Views: 101 ellen McBarron
Human Resource Management
 
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This course will provide students with an examination of how managers can more effectively acquire, develop, compensate, and manage the internal and external environment that relates to the management of human resources. Through real-life case study, students research, critically evaluate, and resolve various human resources challenges. (Course description needs to be updated to the following: Recruiting, hiring, developing, motivating, compensating, and retaining the talent required to build a high-performing, diverse and competitive workforce is essential in effective organizations. Central to this course is the utilization of the human resources function as a key component in the organization's strategic plan and forward direction. Students will learn how to develop individual, group, and cultural skills and knowledge required of managers to attain the organization's critical competitive advantage as a desirable place to work.)
Views: 108179 unowacademics
Joe Sherran - Managing diversity in the future workforce
 
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An internationally acclaimed speaker, trainer, author and executive coach, Joe has delighted audiences with his lively, thought-provoking, interactive, no-nonsense presentations for over 25 years. Have Joe speak at your next event, see Joe's profile at http://marketplace.espeakers.com/speaker/profile/7236, #Joesherran, #espeakers, #Leadership, #Communication, #Management, #Ethics/Integrity, #Teamwork/Teambuilding, #Sales
Views: 118 eSpeakers
2013 Top Company for Diversity Management Progress - BASF
 
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2013 Top Company for Diversity Management Progress award presentation, accepted by Juan Carlos Ordonez, Senior Vice President, Coating Solutions, North America at BASF.
Views: 461 DiversityInc
kineticvideo.com - A-DIFFERENT-PLACE-The-Intercultural-Classroom-15425
 
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Addresses the increasingly diverse environment of educational institutions. Educators, trainers, and managers have made this unique program an essential tool in meeting the challenges posed by organizational diversity. In part one, a docu-drama, cultures collide in the classroom. Neither the students nor the professor can negotiate the diverse classroom environment; they perceive differences as deficiencies. Part two provides an analysis of the incident: the communication patterns, learning styles, and negative perceptions that led to conflict.
Views: 3481 Kineticstreaming
Managing Conflict in the Workplace Video Training, Supervisor Training
 
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Watch the Full-Length Preview at: http://bit.ly/2H4ORsr A new supervisor learns how to mediate a conflict between two of his team members in this brief scenario from the full training program, "After All, You're the Supervisor."
Views: 24060 CRM Learning
Krannert School of Management MBA - Benefits Of A Diverse Program
 
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Krannert MSGSCM student discusses how she has personally and professionally grown because of attending a diverse program.
Views: 1158 Purdue University
WT12 Netherlands - Panel: Understanding Diversity of Management Styles in Workplace Change
 
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Panel: Understanding Diversity of Management Styles in Workplace Change Neil McLocklin, Partner Global Business Consulting, Cushman & Wakefield Jean-Christophe Donck, Vice President Flobal Site, UCB Pharmaceuticals Francoise Bronner,Workplace Researcher Dr. Juriaan van Meel, Partner at ICOP Consultants (the Netherlands) and researcher at the Center for Facility Management (Denmark)
Views: 344 WorkTechTV
Welcome to the Canadian Institute of Diversity and Inclusion  (extended version)
 
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Introducing the Canadian Institute of Diversity and Inclusion | Institut canadien de la diversité de l'inclusion -: a made in Canada solution designed to help employers and diversity and inclusion (D&I) practitioners effectively address the full picture of diversity within the workplace. Effectively managing Diversity, Inclusion, Equity, and/or Human Rights is a strategic imperative for all Canadian organizations. In many organizations, D&I practitioners are responsible for the achievement of big performance goals as well as transforming their organizations into inclusive work environments; however, they are often under resourced which creates challenges achieving their organization's strategy. The Canadian Institute of Diversity and Inclusion is here to help.
The Language of Business: Alessandra de Vaca
 
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In organizational management, developing new ways to evaluate and monitor your staff at every level is a challenge. Greg speaks with Alessandra de Vaca about innovation in management, and how to manage a diverse staff within a large organization.
Views: 176 Needham Channel
Project Management: Listen, Learn, Lead — David Oshlag (UChicago Alumni Career Services Webinar)
 
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David Oshlag, MBA '88, leads a discussion on how to increase productivity and efficiency, lower stress, and add dollars to the bottom line. Oshlag argues that the value of successfully leading projects and project teams should not be underestimated. It could be worth millions of dollars to your company. Topics to be covered include: -- Focused definitions of project management -- "Team" organizational structure -- The "Full Plate" challenge -- Leadership: Through different lenses You'll leave this session understanding what it takes to manage projects successfully, along with a detailed reference list to help you continue building your knowledge base. ➡ Subscribe: http://bit.ly/UCHICAGOytSubscribe About #UChicago: A destination for inquiry, research, and education, the University of Chicago empowers scholars to challenge conventional thinking. Our diverse community of creative thinkers celebrates ideas, and is celebrated for them. #UChicago on the Web: Home: http://bit.ly/UCHICAGO-home News: http://bit.ly/UCHICAGO-news Facebook: http://bit.ly/UCHICAGO-FB Twitter: http://bit.ly/UCHICAGO-TW Instagram: http://bit.ly/UCHICAGO-IG University of Chicago on YouTube: https://www.youtube.com/uchicago *** ACCESSIBILITY: If you experience any technical difficulties with this video or would like to make an accessibility-related request, please email [email protected]
"Cultural Intelligence in Project Management" - GHC India 2012
 
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Moderator: Mohana Kamatchi, Symantec Panelists: Madhu Bindiganvalae (EMC Corporation); Christie Caldwell, Aperian Global; Azra Jabeen (Symantec); Cynthia Srinivas, NetApp; Tathagat Varma, Yahoo! India R&D The changing face of the workforce and increasing globalization of business has made management of cultural differences unavoidable in projects. However, once people are organized into teams, real or virtual and expected to work collaboratively for a common goal, it becomes impossible for the project manager to try to handle multiculturalism by dealing with each employee individually according to his or her own cultural needs. The manager now has to manage not only a set of culturally different individuals but a process involving different cultural responses. This calls for cultural intelligence (CQ), an aspect of global business that is most often overlooked. In this panel discussion, we aim to explore CQ, a key managerial competency for the twenty first century and its impact on project management. Mohana Kamatchi, Senior Manager -- Internationalization, Symantec: Mohana is a senior leader with rich experience working with multi-ethnic groups in global environments spanning Japan, France, USA, Canada, Poland, UK, Ireland, China, etc. At Symantec, she heads India Internationalization Engineering and directs technology teams that enable Symantec software products to be world ready. She is also the Champion of Chennai Symantec's Women's Action Network and passionate about developing women leaders. Prior to Symantec, Mohana has held leadership positions in Renault and Nissan, Satyam and Business Objects. Although an IT professional, she enjoys the occasional challenge of working in diverse areas of translation, interpretation and teaching Japanese language. Madhu Bindiganavalae Manjunath, Director -- Software Quality Engineering at RSA Security (Security Division of EMC Corporation): Madhu leads the global testing practice for RSA Security Management Suite of Products. In a career spanning 17+ years, She has experience working and managing customers and teams across US, Israel and India. Madhu has been a thought leader and uses innovative and out of box thinking to drive organizational change and has conceived and led several initiatives to drive Product Quality Improvements, Product Security, Diversity, Innovation etc. She spearheaded the Women's Leadership Forum at EMC India. Madhu holds a Masters degree in Economics, Masters in Computer Applications, Advanced Diploma in Commercial French and PGDBA (Operations) from Symbiosis, Pune. Christie Caldwell, Senior Consultant and Manager, Aperian Global: As a Senior Consultant at Aperian Global, Christie delivers Aperian's global talent development solutions to clients within the APAC and EMEA regions. She has spent over 13 years as an expatriate in Asia and Europe, living and working in Taiwan, China, Mongolia, Bangladesh, India and the UK. She is currently based in Bangalore, India and works throughout the APAC region. Christie has a Master's Degree from Harvard University and a Bachelor's from The University of the South. She also completed the Master's program in Chinese Studies at the Johns Hopkins Center for Chinese and American Studies in Nanjing, PRC. Azra Jabeen, Senior Director -- Global Partner Marketing, Symantec: Azra Jabeen brings 23 years of experience in varied marketing, strategy operational and financial analysis. She has an MBA from Santa Clara University and an MA in Economics from Bangalore University. She has undertaken international assignments in UK, Germany, Singapore and India. She is skilled in strategic management collaboration and alignment with cross functional & cross regional groups at all organizational levels to achieve common objective. She has worked with small, mid size and large companies with experience in building corporate value, driving growth and operating efficiencies. She is currently the senior director of Global Partner Marketing at Symantec, USA. Tathagat Varma, Senior Director, Yahoo! India R&D: Tathagat Varma has over two decades of software product development expertize with Defense Research (DRDO), and leading MNCs Siemens, Philips, Huawei, McAfee, NetScout and Yahoo! in 3G Softswitch, Core Routing and Gigabit Switch Router, Digital Video Broadcast (DVB), Consumer Internet, Network Management and Workflow Management solutions in various technical, leadership and business roles. He is a strategic thinker and prolific blogger with interests in People Excellence, Process Effectiveness, Project Management, Product Innovation and Business Leadership. He currently heads Business Operations, Strategic Programs and Outsourced Product Development at Yahoo! India R&D.
Views: 2825 AnitaB_org
Just What is "Diversity," and Why is it Important in Leadership?
 
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We hear the term "diversity" thrown around in all sectors of our society and culture, especially in light of current events. Diversity is important, but not for reasons that many people might think. Here BoB Ross explains the definition--and relevance--of Diversity. ---------------------------------------------------------------- Regardless of what level we achieve, we are responsible for leading a diverse group of people. Now sometimes we think and every time we ask, when you think about diversity, what's the first thing that comes to mind and the first thing at the top of the list is differences and then under that list comes race and religion and age and gender and so on and so on and so forth and cultural. When you think about an onion, an onion whether a purple onion, a white onion, a yellow onion or a green onion or what have you, there are some common characteristics about it and lets take the most common characteristic and may be the least significant, I am not sure but that's the skin of the onion. If you hold an onion in your hand and you do a sample thing like this what happens, the skin of the onion automatically peels away and you get to start that outer shell that inner outer shell of the onion but more specifically if you slice that onion across the middle, you will see concentric rings and those concentric rings represent who we are and as you start to look at us as people, as human beings, one of the things that you will see is that at the core of those concentric rings are us and our personalities if you will whether we are an introvert or an extrovert that is kind of at the core of it and then as you start to go outside, ring after ring after ring, the next dimension is called that personal dimension and in that dimension it is called race, age, gender, ethnicity, physical ability or disability, also sexual orientation, all of those are in that personal ring, sometimes called the rage dimension but the key issue is that there are concentric rings and concentric dimensions that go out and as we really look at ourselves, every single one of us is represented in every single segment of every single one of those dimensions, those rings are that of onion and as we step back and we look at it realistically, awareness is the huge key. As we look at it realistically we actually find that we have far more similarities than we do have differences. However, we let that least significant part of that onion be the barrier as to whether we get to the concentric rings or not. So that was the basis on which we developed our model for diversity training and that's the basis that actually brought about the five keys, awareness first, awareness of who we are and what we bring to the table and as a leader, it is very important for me to recognized that I do not care what my organization looks like on the outside or from the outside, it's a diverse entity and I really have to be adept at understanding those diversities to be a good leader. http://www.inspireservelead.com
Community-Based Disaster Management (NCDR)
 
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Diverse community characteristics Diverse approaches to disaster risk reduction The same prospect of a safer home - the stories of Jialan, Taitung County & Zhongshun, Taipei City-
Views: 2296 Liu Gloria
Inno-Versity Presents: "Greatness" by David Marquet
 
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This Inno-Versity Inno-Mation was adapted from Captain David Marquet's talk on Greatness, and is based on his book, Turn the Ship Around! Get Captain Marquet's book at http://amzn.to/1aKj4G5 This Larketing piece brought to you by Inno-Versity Inno-Versity: the learning experts Visit Inno-Versity.com to learn more.
Views: 1069616 Inno-Versity
"Spiritual Partnership" Elena Brower at Wanderlust's Speakeasy
 
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We are honored to kick off our 2013 Speakeasy video series with Elena Brower, who has packed the house every year since our Speakeasy series began. Last year (2012) in Vermont for her Wanderlust Speakeasy on Spiritual Parenting, Elena suggested that we make peace with our own parents by practicing acceptance; accepting that our specific lessons were precisely what our soul needed to learn in order to do what we've come to do in this world. "Acceptance," she offered, "helps us be more respectful of our parents, which helps us be more respectful of ourselves." (View her 2012 Speakeasy on Spiritual Parenting here: http://youtu.be/YisIQuWOrAQ) In this Speakeasy from Wanderlust Stratton 2013, she invites us to deepen that self-respect by examining it in our relationships. "How can we develop a truly reverent attitude towards love within our closest intimate relationships?" Witness the full breadth of this exploration of "Spiritual Partnership" in this video, and go deeper in the discussion of how to apply this to your life in her exclusive blog post for the Wanderlust Journal, here: Wanderlust is grateful to our Speakeasy Vermont partners, Omega & GaiamTV.com. Founded in 1977, Omega Institute for Holistic Studies is the nation's most trusted source for wellness and personal growth. As a nonprofit organization, Omega offers diverse and innovative educational experiences that inspire an integrated approach to personal and social change. Located on 195 acres in the beautiful Hudson Valley, Omega welcomes more than 23,000 people to its workshops, conferences, and retreats in Rhinebeck, New York, and at exceptional locations around the world. eOmega.org There's nothing more important than your health. Let GaiamTV.com Active & Well be your guide on the journey toward whole body wellness. With the best in online yoga, fitness, natural health, inspirational films and interviews, you'll enjoy unlimited access to thousands of streaming videos to be your best, inside and out. Speakeasy Series Realized in co-operation with Omega & GaiamTV.com Speakeasy Video Production by C3 Presents & Greenheart Creative Speakeasy Series produced by Karina Mackenzie Music in introduction by MC Yogi "Sita Ram" Motion Graphics by Victoria Nece
Views: 46334 Wanderlust
Management Lecture Series - Thomas Zenty, CEO of University Hospitals of Cleveland
 
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April 24, 7:15 p.m. Thomas Zenty, Chief Executive Officer of University Hospitals in Cleveland Thomas F. Zenty has been the CEO of University Hospitals since 2003, and currently a member of the American Hospital Association Board of Trustees. He presides over a comprehensive health system with over two billion in annual revenues, seven owned and two joint-venture medical centers, 19 outpatient health centers and more than 160 primary care and specialty physician offices across Northeast Ohio. The system's nationally ranked academic medical center, UH Case Medical Center, is the primary teaching affiliate of Case Western Reserve University School of Medicine. Under Zenty's leadership, the health system has achieved an impressive financial turnaround, improved its bond ratings, attained unprecedented philanthropy, expanded community benefit contributions and increased patient volume. Prior to assuming leadership at University Hospitals, he was executive vice president of Clinical Services and chief operating officer at Cedars-Sinai Health System in Los Angeles. He has held leadership roles with health systems in Arizona, New Jersey and Connecticut. He was named to Modern Healthcare Magazine's 2011 list of the 100 most influential people in healthcare. For over three decades, managers who have led many of Northeast Ohio's most prominent businesses and institutions have appeared on this series. They share their success stories, strategies, business outlooks, and career opportunities with Lakeland students and the general public in this forum. The event is free and open to the public.
Diversity and Leadership Training - Helping Organizations Make the Best out Of Everyth
 
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if your interested in leadership training check this out http://thesamschwartz.com/
120420131020 Nasscom Diversity & Inclusivity panel discussion
 
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Nasscom Diversity & Inclusivity Panel discussion WHAT DO I DO? -- Series (II) Building a Security Culture: Personnel & Personal Security -- A Shared Responsibility Friday, April 12, 2013 2:30pm until 4:00pm Hall: The Lilac Room Hotel Raintree, Anna Salai #636, Mount Road Teynampet, Chennai Developing a "Security Culture" within an organisation is about encouraging personnel to respect common values and standards towards security whether they are inside or outside the workplace. The consciousness of security amongst personnel -- their vigilance when going about the everyday routines of life whether at work or otherwise, is an essential layer of an organisation's protection and personnel consciousness, training, regular drills and internal communications play an important part. But so does the manner in which a business reinforces its words through its actions. When consistently applied, personnel security measures not only reduce operational vulnerabilities, they can also help build a hugely beneficial security culture at every level of an organisation. While, arguably, women might be at greater risk, we need to look at personnel and personal security in a more holistic fashion. What role does an individual need to play in his/her own personal safety? Is there a belief that the responsibility for individual's safety rests primarily with the Government and secondarily with Employers? Do people today take unnecessary risks? What should individuals do to protect themselves and mitigate risks? What recourse do they have to the law in the event that something happens? This panel discussion will address these and more questions. ** Diversity & Inclusivity Mission To contribute to India's emergence as a global "soft power" through partnering with government, industry and non-governmental bodies to include hitherto marginalised and diverse groups (gender, social, cultural, economic) into the mainstream of national development. The ability of a diverse group of people to build strength and unity through their diversity is the power that propels the organization and consequently, the Indian industry, into new dimensions of performance. Recognizing the global leverage of our "demographic dividend", corporate should gear up to act as a catalyst in the development of an inclusive workforce for the world -- in all senses of the word. Inclusivity, in this context, is an all-encompassing word which includes Gender, Culture, People with Disabilities and Generational diversity. The Indian IT-BPO industry has set high standards in inclusivity and is among the first to recognize the business imperative for Diversity and Inclusion. Inclusivity actions have evolved from individual programs to culture-changing organizational efforts. Several studies and industry data have proved that Diversity in management teams is a contributor to success of corporations and economies. While it is important to ensure diversity at every level up to the top management - the process of enabling people to reach there by removing obstacles is an industry and government imperative. NASSCOM has broadened its vision to focus on Cultural, People with Disabilities, Generational and Gender diversities. To bring this initiative into the mainstream a high powered Diversity Forum has been created. All this intends to expand the employment pipeline by leveraging India's demographic dividend, drive more innovation and strengthen India's competitiveness in the global market place. NASSCOM has always pointed to the possibilities in the future and delineated what needs to be done to convert that vision to reality. http://www.nasscom.org/overview-27
Views: 52 Murali D
Marilyn Tam on Driving Diversity
 
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MARILYN TAM has had an extraordinarily diverse life, from her beginnings in a traditional Chinese family in Hong Kong to her meteoric rise through the executive ranks of the international business world to become an influential corporate leader, speaker, corporate consultant, author and respected humanitarian. Her long, distinguished background includes prominent executive roles at numerous of world-class companies, including CEO of Aveda, President of Reebok Apparel & Retail Group, Vice President of Nike, May Department Stores, Britannia Sportswear and Miller's Outpost. She is also a successful entrepreneur, having developed and built three companies in fields as diverse as corporate consulting & training company, a web portal company and a supply chain software company. Ms. Tam consults and speaks globally with Fortune 500 companies, governments and non-profit organizations and on leadership, change management, diversity and how to integrate social & environmental concerns into businesses profitably. Based on her book, How to Use What You've Got to Get What You Want, veteran corporate executive Marilyn Tam shows audiences that whatever qualities they have, no matter how limited or broad that they may be in their own minds, they can use that to achieve their dreams. Marilyn's new book, The Happiness Choice, published by John Wiley & Sons, was the top 3 most read book by businesses according to 800 CEO Read, the leading business book supplier. The book shows how and why happiness is crucial for business productivity and success and for your physical, emotional, spiritual and financial health. Book Marilyn Tam at Speakers.com. http://www.speakers.com/Marilyn-Tam-speaker-biography
Views: 358 Speakers.com
Coaches Jennell Lynch and Shanta McMullan, Esq: Managing Family and Career
 
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Highlights of the panel discussion on women managing family and career at Heels & Helmets Ladies Training 2012. Panelists were Jennell Lynch and Shanta McMullan, Esq. Can Women Have it All? That is a question many working women ponder. Can we strike the right balance between having a successful and fulfilling career and an equally fulfilling personal and family life? During this discussion, Shanta McMullan and Jennell Lynch shared their personal stories about juggling family and life in corporate America. They also provided tips to help win at the game of work/life balance. Shanta McMullan is an Associate Attorney at Butzel Long, PC, practicing in its Detroit office. She concentrates her practice in management-side labor and employment law. In her practice, Ms. McMullan represents employers in judicial and administrative proceedings, conducts and oversees internal investigations, provides employment counseling regarding compliance with federal and state employment laws, and advises employers in other human resource and employment matters involving hiring, terminations, and personnel policies. Ms. McMullan is a graduate of Wayne State University Law School and the University of Michigan -- Ann Arbor. During law school, Ms. McMullan was a law clerk in the general counsel's offices of University of Michigan, the Library of Congress, and at the National Football League's (NFL). She also was a judicial extern for the Honorable Arthur J. Tarnow of the United States District Court for the Eastern District of Michigan. Before entering the legal field, she was a Coaching Staff Assistant for the Detroit Lions. Jennell Lynch serves as Vice President for the National Association of Investment Companies (NAIC). A 501(c)(6) trade association, the NAIC represents women and diverse alternative asset managers whose investment strategies focus on mid-market opportunities. In her role as Vice President of the organization, Jennell oversees day-to-day operations; manages membership services, programs, and national events; and produces the NAIC's quarterly magazine, The Journal of EDM Finance. Jennell previously served as the Vice President of Operations for The Marathon Club (TMC), an organization focused on increasing the availability and investment of private equity capital for enterprises that have significant minority ownership and management participation. Jennell also co-founded The Right LANE's (Ladies Advancing a New Economy) in 2009. A community movement of professional women who hit the road to "make a change," the organization brings together professional women for one-day road trips that stimulate local economies and small businesses. In the early stages of her career, Jennell served as former Senator Hillary Rodham Clinton's Deputy Press Secretary. A native of Lynchburg, VA, Jennell received her B.A. in Mass Communications from Norfolk State University and a M.A. in Organizational Management from Virginia University of Lynchburg.
Views: 728 HeelsandHelmets
Surface Level vs. Deep Level Diversity
 
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This quick video looks at the differences between surface level and deep level diversity when looking at an individual.
Views: 6157 Ken Harris
iWorkshop: "Market transitions, organization evolution e managing changes"
 
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"Market transitions, organization evolution e managing changes" Alessandro Annese, HR Director Commercial Operation, Indesit Tratto dal meeting: "People, Change e Performance Management. Il ruolo strategico delle risorse umane per lo sviluppo del business." Tematiche dell'intervento: - Cicli di business: sfide e opportunità - Dalla strategia di business alla gestione strategica del capitale umano - L'uso delle diverse leve HR per accompagnare il cambiamento - Case History: Indesit commercial organization Per le preview degli altri interventi, maggiori dettagli e per acquistare l'iWorkshop, accedi a questo link http://www.knowita.it/ita/prod/knowita/iWorkshop%20e%20iSeminar/252.html
Views: 272 Knowità
120420131022 Nasscom Diversity & Inclusivity panel discussion
 
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Nasscom Diversity & Inclusivity Panel discussion WHAT DO I DO? -- Series (II) Building a Security Culture: Personnel & Personal Security -- A Shared Responsibility Friday, April 12, 2013 2:30pm until 4:00pm Hall: The Lilac Room Hotel Raintree, Anna Salai #636, Mount Road Teynampet, Chennai Developing a "Security Culture" within an organisation is about encouraging personnel to respect common values and standards towards security whether they are inside or outside the workplace. The consciousness of security amongst personnel -- their vigilance when going about the everyday routines of life whether at work or otherwise, is an essential layer of an organisation's protection and personnel consciousness, training, regular drills and internal communications play an important part. But so does the manner in which a business reinforces its words through its actions. When consistently applied, personnel security measures not only reduce operational vulnerabilities, they can also help build a hugely beneficial security culture at every level of an organisation. While, arguably, women might be at greater risk, we need to look at personnel and personal security in a more holistic fashion. What role does an individual need to play in his/her own personal safety? Is there a belief that the responsibility for individual's safety rests primarily with the Government and secondarily with Employers? Do people today take unnecessary risks? What should individuals do to protect themselves and mitigate risks? What recourse do they have to the law in the event that something happens? This panel discussion will address these and more questions. ** Diversity & Inclusivity Mission To contribute to India's emergence as a global "soft power" through partnering with government, industry and non-governmental bodies to include hitherto marginalised and diverse groups (gender, social, cultural, economic) into the mainstream of national development. The ability of a diverse group of people to build strength and unity through their diversity is the power that propels the organization and consequently, the Indian industry, into new dimensions of performance. Recognizing the global leverage of our "demographic dividend", corporate should gear up to act as a catalyst in the development of an inclusive workforce for the world -- in all senses of the word. Inclusivity, in this context, is an all-encompassing word which includes Gender, Culture, People with Disabilities and Generational diversity. The Indian IT-BPO industry has set high standards in inclusivity and is among the first to recognize the business imperative for Diversity and Inclusion. Inclusivity actions have evolved from individual programs to culture-changing organizational efforts. Several studies and industry data have proved that Diversity in management teams is a contributor to success of corporations and economies. While it is important to ensure diversity at every level up to the top management - the process of enabling people to reach there by removing obstacles is an industry and government imperative. NASSCOM has broadened its vision to focus on Cultural, People with Disabilities, Generational and Gender diversities. To bring this initiative into the mainstream a high powered Diversity Forum has been created. All this intends to expand the employment pipeline by leveraging India's demographic dividend, drive more innovation and strengthen India's competitiveness in the global market place. NASSCOM has always pointed to the possibilities in the future and delineated what needs to be done to convert that vision to reality. http://www.nasscom.org/overview-27
Views: 64 Murali D
Jason Greer - Diversity Training in the Workplace? (Motivational Speaker, Inspirational Speakers)
 
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http://www.greerconsultinginc.com/ Jason Greer an expert in employee relations, motivational speaker and one of the best inspirational speakers, discusses "what is diversity training in the workplace?" Hi my name is Jason Greer, a motivational speaker who specializes in equality and diversity training, soft skills training and motivational speeches. Let me guess...your company has spent thousands, maybe millions of dollars on diversity trainings and seminars and your employees and managers walk out of the diversity training asking "What does Diversity Mean?" And to make matters worse, you still have issues in the work place. For 2, 4 or maybe 8 hours per training session your employees and managers are consistently hearing how important it is to embrace differences such as racial makeup, gender, sexual orientation, etc. make us who we are. Maybe even during the diversity training, the presenter may have had your employees split into groups. The people with blond hair and blues are in this group, people with a certain skin tone are cast into another group and now each group has to talk about their perceptions of the rival groups. This is all done in an effort to get us to better understand our differences. Or how about this one...the trainer outlines a list of things that can and can't be said in the work place so as not to offend anyone and to create an atmosphere of "respect and tolerance." What so many diversity trainings unwittingly do is they focus the brain (which is ultimately the projector of the stories we internally create about other people) on perceived differences. People don't want to be reminded about all the reasons why they're different. This doesn't work. It's garbage. It's the age-old question, "What is Diversity Training In the Workplace?" Here's my take on diversity management...it's more than just saying "you're different and I'm different so lets bond." That just doesn't happen. People will only come together when they are given the tools to develop levels of commonality and relatedness such that the surface level stuff is relegated to the back burner. My diversity trainings focus participants on what truly matters...building quality relationships, improvement in employee retention, minimizing employee and managerial conflict, a reduction in workplace harassment and the additional benefit of possibly protecting your organization from discrimination lawsuits.
Miradore | Making diversity manageable
 
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Cloud-based, all-in-one IT asset management. Miradore enables the efficient management of diverse IT environments - hardware, software, mobile - including lifecycle and configuration management. We offer support for all major IT device platforms and all-in-one integration instead of modular approach gives for very fast and easy deployment. More information at miradore.com
Views: 691 Miradore

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