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Search results “Managing a diverse organization” for the 2017
The Importance of Diversity In The Workplace
 
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Managing Technical Professionals is now available on Pluralsight! Visit hoffstech.com/managingtechpros to view the course preview! VIDEO OVERVIEW Businesses that understand the importance of diversity in the workplace are known to perform better both financially and culturally. When employees work with other people from different backgrounds, they have the opportunity to learn from one another to produce higher quality products and services. Having a diverse workplace will also foster a positive working environment in which your employees will grow and thrive. Expand Your Talent Pool When your business is a champion for diversity in the workplace, you will expand your talent pool. Your employees will have different skill sets, backgrounds, and experiences. They will be able to collaborate together and learn from each other which will make them more well-rounded employees. Promote Innovation When employees with diverse backgrounds collaborate on projects, this will promote innovation on your team and within your organization. Innovation will come from the conflicts that arise when teams are diverse. When you listen to many different ideas from different types of people, you will have the opportunity to combine ideas to create innovation for your products or services. Grow Your Business Businesses with a diverse employee base are known to have an equally diverse customer base. When your business shows that they understand the importance of diversity in the workplace, you will attract different types of customers which will help grow your business. Your employees can also bring in customers via word of mouth which will help expand your customer base. Improve Your Business Reputation The culture of your business is imperative if you want to attract and retain top talent within your organization. Businesses with a diverse employee base are known to have conflict but they also resolve conflict to come up with new innovations for daily tasks or business processes. These innovations will help your employees grow and thrive in their careers. Through speaking with their colleagues and customers, your employees positive stories about their work will propagate a positive reputation for your business. You can learn more in our Pluralsight course, Managing Technical Professionals! Visit hoffstech.com/managingtechpros to view the course preview. Follow HoffsTech on Social Media! http://www.hoffstech.com YouTube: http://youtube.com/hoffstechllc Twitter: http://twitter.com/hoffstech Facebook: http://facebook.com/hoffstech Instagram: http://instagram.com/hoffstech Follow Shelley Benhoff on Social Media! http://twitter.com/sbenhoff http://facebook.com/shelleybenhoff Music provided in this video courtesy or OCRemix.org. Cid (Solace Simplicity) performed by Children of the Monkey Machine.
Views: 43100 HoffsTech
Diversity Training and Approaches to Organizational Change with Diverse Employees
 
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This webinar will focus on diverse organizations; methods to create more effective diverse organizations, and training for employees within diverse organization. The topic of diversity will be explored in the context of organizational training and performance. We will discuss why diversity is important for organizations as well as the impacts of diversity and diverse employees on organizations. Creation of diversity understanding and diversity culture will be discussed, and specific approaches to generating diversity understanding will be shared. Case studies in which the shared practices and approaches were used will be shared with specific examples and details of the effective practices. The webinar will conclude with the presentation of an analogy for diverse organizations to increase understanding of practices and ease in translation of diversity understanding practices.
Views: 868 AECT-OTP
How diversity makes teams more innovative | Rocío Lorenzo
 
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Are diverse companies really more innovative? Rocío Lorenzo and her team surveyed 171 companies to find out -- and the answer was a clear yes. In a talk that will help you build a better, more robust company, Lorenzo dives into the data and explains how your company can start producing fresher, more creative *ideas* by treating diversity as a competitive advantage. Check out more TED Talks: http://www.ted.com The TED Talks channel features the best talks and performances from the TED Conference, where the world's leading thinkers and doers give the talk of their lives in 18 minutes (or less). Look for talks on Technology, Entertainment and Design -- plus science, business, global issues, the arts and more. Follow TED on Twitter: http://www.twitter.com/TEDTalks Like TED on Facebook: https://www.facebook.com/TED Subscribe to our channel: https://www.youtube.com/TED
Views: 72949 TED
Managing Cross Cultural Remote Teams | Ricardo Fernandez | TEDxIESEBarcelona
 
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Ricardo talks about the every day complexities of working remotely and managing a team of 30 people from very different cultures and backgrounds. He discusses the benefits of working remotely and the ability to prise productivity over presence. However, there are some interesting challenges - people can have different perceptions of time management, speak the same language but have different interpretations, etc. Challenges like these get compounded when working remotely. Ricardo is not an expert in cross cultural communication but has over the last 10 years been working remotely with several companies and teams from many different countries. He was born in Spain but spent most of his time living abroad between the USA, France, Netherlands, and Puerto Rico, where he learnt how to adapt to the differences in every day conversation and activities. He currently lives in Madrid and works remotely as Chief Marketing and Sales Officer for Prodigy Finance; a company that is spread around the world and has expanded the use of remote working to be more efficient in the workplace. His work philosophy is making people happy and giving them the tools they need so they excel in their workplace – one of them being able to manage their time. Personal happiness will bring about success in the workplace and millennials or younger generations demand flexible work environments. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at https://www.ted.com/tedx
Views: 17235 TEDx Talks
Bridging the Gap  Managing the Diversity Dynamics in our Organizations
 
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We are bombarded with political messages in almost every aspect of our life, making it inevitable for tensions to run high in the workplace and beyond. With a particularly polarizing presidential election, now is the time to join the Cook Ross team as we cover strategies to tackle politics in the workplace, both leading up to and after Election Day.
Views: 31 Cook Ross
Diversity management in multi-ethnic societies
 
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A short introduction to the OSCE High Commissioner on National Minorities’ Ljubljana Guidelines on Integration of Diverse Societies. Learn more: https://www.osce.org/hcnm/ljubljana-guidelines
Drive innovation through cognitive diversity | Li Chang | TEDxCharleston
 
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Hardly a day goes by when most of us don’t ask ourselves the question: how can this be done better? Maybe it’s at work, at home or even while sitting in traffic. We always want better results with less effort, less waste or in less time. Li Chang, a Boeing engineer and technical fellow, not only gets to ask this question for a living, he leads a team of like-minded folks that focus on leveraging diverse knowledge and strengths to build a culture of better products, experiences and innovations. Li shares how creating a diverse thinking culture can improve gap intelligence and integrate creative, constructive and strategic thinking for innovation. Creativity, when combined with logic and reasoning, leads to new products, methodologies, and productivity increases that can often determine whether an organization thrives or dies. Team effort shows that innovation can occur not only across a company, including the accounting department, within facilities management, human resources and even with the legal team, but can also serve to innovate across industries With more than 20 years of engineering experience, Li Chang is an Associate Technical Fellow for The Boeing Company. He is an acknowledged Subject Matter Expert in Technological Innovation and is recognized as an innovation leader focused on strategic integration and implementation of innovations for value creation. As a Boeing engineer and technical fellow, Li Chang is always asking: how can we do this better? A leader that invokes the leaders within his team, his work is focused on leveraging complementary strengths to build a culture of better products, experiences, and innovations. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at https://www.ted.com/tedx
Views: 2223 TEDx Talks
Station Rotation: Differentiating Instruction to Reach All Students
 
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Rotation stations allow students to learn in a range of modalities, while making differentiation manageable for one teacher. Highlander Charter School, Lower School GRADES PK - 6 | PROVIDENCE, RI Explore more resources from this school: https://www.edutopia.org/article/stw-highlander
Views: 165751 Edutopia
The future of gender equality at work
 
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The gap between women’s aspirations and the realities of the labour market mean there is still much to do to achieve a better future for women at work. This year’s International Labour Conference has held a World of Work Summit on Thursday, 15 June to discuss how to shape a better future for women at work. A recent ILO-Gallup report, based on a survey of 142 countries and territories, shows that women want to work in paid jobs but there remains a significant gap between women’s aspirations and the labour market reality. Learn more here: http://www.ilo.org/ilc/ILCSessions/106/plenary/world-of-work-summit/lang--en/index.htm
Organizational Design: Creating Competitive Advantage | IIMBx on edX
 
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Learn how to design control systems, decision-making processes and a culture that enables value creation and the development of sustainable competitive advantage. About this course Skip Course Description In order to sustain themselves, organizations need to compete for scarce resources both in input and output markets. Because of this organizations need to create some kind of competitive advantage. In this business and management course, suitable for managers and leaders in midsize to large organizations, you will learn the principles of organizational design and how design elements can be leveraged to gain competitive advantage. We will discuss various organizational structures and how an effective organizational design can help achieve a company’s goals and objectives in a sustainable manner. Since organizations involve collaborative activities, you’ll also learn how to create suitable control systems, decision-making processes and culture and reporting relationships to ensure that the efforts of a diverse set of employees are suitably coordinated to achieve the organizational purpose. Organizational Design: Creating Competitive Advantage What you'll learn Interrelationship between an organization’s strategy and structure Effective use of control systems How to achieve Competitive advantage through different designs Structural alternatives such as functional, divisional and matrix Structural tradeoffs such as centralization, formalization and complexity How to manage structural change
Views: 1205 edX
Working In a Diverse Organisation
 
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Catherine Brookes talks about her experience as a Regional Director at Highways England.
Views: 999 Highways England
Funny, But True: Cultural Differences
 
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They say that you cannot truly understand someone until you have walked in their shoes. In this global environment, many of us have been there and tripped along the way. But hopefully every time, we got up with a better understanding of our surroundings and how to avoid the same pitfalls. Many of you extensively learned in my classes the critical International business practices, geographical norms on societal, ethical, economic and cultural standards that, make or break the deal. I consider David Livermore, his books, and Great Courses Series as the master reference for Cultural Intelligence. You've seen his videos in my classrooms but this April in London you can learn directly from the source of the ground-breaking research and worldwide standardized test so you can get ahead of the rat race and run sure-footed across an ever-changing multi-national landscape. The world's most successful executives place developing cultural competence on the top of their list of business priorities. Gaining expertise in using the leading CQS measurement tool offers direct practice with and insight into particular social, cultural and political perceptions and their conditions, integral to successfully working with/in and communicating to a global market. In addition to acquiring competitive market intelligence about these countries, you'll learn how to create strategic alliances. See you In London, Level 1 CQ Assesment (18-19 April 2017) & Level 2 (19-21 April 2017): Hilton London Tower Bridge. #WhatsYourCQ,
Views: 90896 Lisa Marie
Why strive to have diverse teams?
 
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1. What is diversity and why does it matter? 2. What is the current state of management diversity? 3. What are some of the disadvantages members of minorities face in the workforce? 4. How to increase the diversity of your organization? 5. How to make yourself, as an individual, more receptive to diversity?
Views: 33 EvelienMath
HR Works: Why Workplace Diversity & Inclusion Are More Critical Than Ever in 2017
 
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Traditionally, workplace diversity dealt with race and ethnicity, and then gender—but now the term seems to encompass just about everything from generational differences to political ideologies to gender identity. We wanted an expert’s perspective on what diversity “looks like” in 2017 and its role in organizational success. On this episode of HR Works: The Podcast for Human Resources, Susan Scott, founder and CEO of executive development and training firm Fierce joins us to discuss: • Why it's so critical to have a diverse workforce in 2017 • The impact on diversity brought on by the influx of Millennial employees in the workplace • The distinction between diversity and inclusion • Red flags to look for in an organization that doesn't value diversity • What a workplace diversity program should include • Specific approaches by employers towards fostering diversity that have been successful And more
Views: 2125 BLR
Strategies for Building and Leading Diverse Organizations
 
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Develop effective diversity strategies that improve both organizational effectiveness and community relations. Learn more at http://bit.ly/2pn9YQh
Facebook Diversity Training | Managing Unconscious Bias
 
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Note: I do not own this video. I am using it for educational purposes only. Please view the original here: https://managingbias.fb.com/
Views: 12003 Stephanie Klein
Outsmarting Our Brains to Mitigate Bias in Talent Decisions | Lisa Kepinski | TEDxHamburg
 
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For more information on Lisa Kepinski, please visit our website www.tedxhamburg.de Lisa brings over 20 years’ experience working in diverse, global environments as a senior Global Diversity & Inclusion executive setting strategic direction internationally. In 2013,she founded the Inclusion Institute focused on consultancy, training, coaching, & research. Her special expertise in organizational development integrated with inclusive culture make her a unique resource for change at all levels. She partners with organizations on how to successfully achieve their goals for a more inclusive culture. Lisa is the co-founder of the non-profit Global Inclusion Nudges Initiative & co-author (with Tinna Nielsen) of theInclusion Nudges Guidebook. For this work, they were named to The Economist’s Global Diversity List of Top 10 Diversity Consultants. Lisa has also co-authored a global study on improving the effectiveness of women networks, and is the Executive Editor of a forthcoming report on the future of Diversity & Inclusion from Newsweek. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at https://www.ted.com/tedx
Views: 1676 TEDx Talks
NASC GLOBAL:How to Retain Diverse Talent  for a Growing Organization? Case Study
 
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*DOWNLOAD OUR APP* - NASC GLOBAL NASC Global, LLC is a HR Consulting & Management Firm. We provide a full range of HR consulting services for small, mid-size, and large sized companies in several industries. We have SHRM-Certified Professionals. We can respond quickly to your immediate HR needs. Please visit www.nascglobal.com Email: [email protected]
Views: 21 NASC Global
What is diversity certification?
 
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Diversity Executive Leadership Academy - What is diversity certification?
Views: 326 diversityu1
Cultural Sensitivity & Diversity (20 minute training course preview)
 
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http://bit.ly/D-Dennis-Cultural-Diversity-Sensitivity Interacting effectively with different cultures is an essential skill for anyone working in a diverse environment. But we humans are hard-wired to categorize everything -- including people. So how do you foster respect and acknowledgement of our differences while avoiding assumptions or placing labels on others? In this 20-minute course preview, you'll hear presenter, Dr. Denise Dennis, explain why cultural sensitivity is important in the workplace for both employees and the clients, customers, or patients they serve. She’ll discuss our biases, some cultural generalizations and the many challenges we face in our efforts to be respectful of each other. Most importantly, she’ll share some simple strategies to improve communication and interactions. In the full cultural sensitivity training program, Dr. Dennis will explore these topics in much greater depth. Through discussions and interactive exercises, participants will identify inappropriate workplace behaviors related to cultural sensitivity, learn about the "Platinum Rule" and see ways to improve interpersonal communication and interactions with individuals of different cultural backgrounds for a more cohesive, harmonious, and productive workplace. Interested in bringing the full version of this course to your company? The full version this course can be customized to suit the needs and initiatives of any organization. Contact us today to find out how to bring this topic and instructor -- or any of our over 200 course topics -- to your facility. Some organizations may even be eligible to receive grant funding for this training to develop the skills of their employees for no out-of-pocket expense. Bring this training course to your company today! Contact us for more information: web: www.cpe.rutgers.edu/wd phone: 848-932-9271, press 9 Workforce Development Unit | Office of Continuing Professional Education | Rutgers University
Views: 11694 Rutgers Ocpe
Stanford Webinar: How to Build a Sustainable Organization
 
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Stanford Webinar presented by Stanford's Leadership for Sustainability program (http://globalimpact.stanford.edu/) How to Build a Sustainable Organization Speaker: Julia Novy-Hildesley, Stanford University Sustainability as a business strategy is at the forefront of effective leadership for the 21st century—and it means much more than being “green.” It is about developing systems and processes that make your business resilient and successful while enabling the world’s population to thrive, now and for generations to come. In this webinar, Stanford’s Julia Novy-Hildesley, Professor of the Practice and Executive Director of Stanford's Change Leadership for Sustainability Program, will share methods and frameworks for understanding, anticipating, and managing today’s ever-changing environments. She will explain what it means to lead for sustainability. Using research and case studies from pioneers in the field, Julia will explore how and why 21st-century companies are changing the role that sustainability plays in their business goals, and how it is impacting their companies’ successes. About the Speaker: Julia Novy-Hildesley is Professor of the Practice and Executive Director of Stanford's Change Leadership for Sustainability Program, which includes the Sustainability Science and Practice Interdisciplinary Masters degree. Her research and teaching focus on business strategies, leadership approaches and cross-sector partnerships that spur global development and align systems with the goal of intergenerational well-being. The Change Leadership Program explores the mindsets, knowledge and tools leaders need to accelerate the transition to a more sustainable and resilient society. These include understanding complex systems, leading organizational change, and innovating in complex systems at scale in order to shift sub-optimal status quo orientations toward sustainability.
Views: 2915 stanfordonline
Diversity Made Simple Government 2017 Diversity Training Course
 
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To buy or get more information on this diversity training course for employees in government go to https://www.trainingabc.com/diversity-made-simple-government-training-course/ As the demographics of our country become more and more diverse, government organizations must seek diversity and inclusion to keep pace with the citizens they serve. Without diversity, government organizations will find it difficult to serve their citizens effectively. This course made specifically for employees in government will train your employees on diversity and inclusion in the government workplace. The course includes an 11 minute video and a 10 question quiz and can be completed in under 15 minutes. This management diversity course is available on DVD, USB flash drive, MP4, SCORM 1.2 e-learning, On Demand streaming or as an online training course.
Views: 16012 TrainingABC
Lego Serious Play for Strategy | Rob Oddi
 
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Rob Oddi Change management expert and consultant, facilitator of Lego Serious Play, a facilitated thinking and problem-solving technique used by diverse organizations like NASA, the United Nations, Google, Fedex, and New Balance. It may seem silly at first but, according to Rob, many organizations agree that "the traditional ways of doing strategy are not working." Research suggests that your hands are connected to up to 90% of the brain cells, so getting your hands involved in strategizing, via Lego Serious Play for example, engages more of your brain power. It also helps players unleash their creativity and their metaphor abilities. It's easy to think of using Legos to represent a tower, but how about a marriage? The conversations built around the resulting 3D models takes on another dimension and enables people to get deeper into a problem, as well as potential solutions. The one rule of Lego Serious Play? You can never question the builder; you can only question the model. SolutionsIQ's Leslie Morse (with her whirlygig) hosts at Change Management 2017 in New Orleans, Louisiana. About Agile Amped The Agile Amped podcast series brings Agile news and events to life. Fueled by inspiring conversations, innovative ideas, and in-depth analysis of enterprise agility, Agile Amped provides on-the-go learning – anytime, anywhere. To receive real-time updates, subscribe! Subscribe: http://bit.ly/SIQYouTube, http://bit.ly/SIQiTunes, http://www2.solutionsiq.com/subscribe-to-agile-amped-youtube Follow: http://bit.ly/SIQTwitter Like: http://bit.ly/SIQFacebook
Views: 27038 SolutionsIQ
Amazon's 14 Leadership Principles via Jeff Bezos
 
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Amazon Interview Coaching: http://www.amazoninterview.coach/index.html#services --- 1. Customer obsession: start with the customer and work backwards; work vigorously to earn and keep customer trust; pay attention to competitors, but keep obsessing over customers 2. Ownership: think like an owner, long term and don’t sacrifice long-term value for short-term results; act on behalf of the entire company, not just for your own team; never say “that’s not my job" 3. Invent and simplify: expect and require innovation and invention from your team and always find ways to simplify; be externally aware, always look for new ideas from everywhere, and don’t be limited by “not invented here" 4. Leaders are right a lot 1:52 : you have strong judgment and good instincts; you seek diverse perspectives and work to disconfirm your beliefs 5. Frugality 3:50 : accomplish more with less. Constraints breed resourcefulness, self-sufficiency and invention. There are no extra points for growing headcount, budget size or fixed expense 6. Hire and develop the best 5:01 : raise the performance bar with every hire and promotion; recognize exceptional talent, and willingly move them throughout the organization; develop leaders and take seriously your role in coaching others 7. Earn trust 5:05 : listen attentively, speak candidly, and treat others respectfully. Be vocally self-critical, even when doing so is awkward or embarrassing; leaders do not believe their or their team’s body odor smells of perfume; benchmark yourself and your team against the best. 8. Insist on the highest standards 7:42 : you have relentlessly high standards - many may think these standards are unreasonably high; you are continually raising the bar and driving your team to deliver high quality products, services and processes; defects do not get sent down the line and problems are fixed so they stay fixed 9. Bias for action 11:34 : speed matters in business. Many decisions and actions are reversible and do not need extensive study. We value calculated risk taking. 10. Learn and be curious 11:34 : you are never done learning and you always seek to improve; you are curious about new possibilities and act to explore them 11. Have backbone. Disagree and commit 13:26 : respectfully challenge decisions when you disagree, even when doing so is uncomfortable or exhausting; have conviction and be tenacious; do not compromise for the sake of social cohesion; once a decision is determined, commit to it. 12. Dive deep 13:26 : operate at all levels, stay connected to the details, audit frequently, and be skeptical when metrics and anecdote differ. No task is beneath you. 13. Think big 16:04 : thinking small is a self-fulfilling prophecy. Create and communicate a bold direction that inspires results. Think differently and look around corners for ways to serve customers. 14. Deliver results 16:04 : focus on the key inputs for your business and deliver with the right quality and in a timely fashion; despite setbacks, rise to the occasion and never settle
Views: 274228 Dan Croitor
HRD in a Culturally Diverse Environment
 
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Subject:Human Resource Management Paper: Managing Culture and Diversity
Views: 105 Vidya-mitra
GTI2017 SEP: Preparing for Tomorrow's Diverse Workforce - Kronos
 
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Presenter: Murtz Kizilbash Company or Organization Name: Kronos Preparing today for tomorrow’s increasingly diverse workforce For the first time in history that there are five generations at work together, and the business implications of such a diverse workforce working side by side cannot be overestimated. Recently, 60 percent of CEOs surveyed by PricewaterhouseCoopers indicated that the multigenerational workforce will in fact “transform” business and government in the near future. For governments prepared to manage an increasingly diverse workforce, this transformation can be productive — and effective. As workforce demographics shift and your employee makeup becomes more varied, a long-term human capital management (HCM) plan as part of your workforce management strategy is more essential than ever. By 2025, Millennials — born between 1981 and 2000 — will account for 75% of the global workforce. Today, by comparison, Millennials represent only about 34% of the workforce. Organizations must be ready for big changes to come — changes that include how to attract, hire, incentivize, and retain employees, as well as how to measure and reward productivity, manage absence, and create a culture that resonates with this new generation of workers. Without a doubt, HR professionals will be key players in readying your organization for these seismic shifts within your greatest asset — your workforce. This video was filmed at the Feb 28, 2017 Government Transformation & Innovation Conference in Sacramento, CA If you would like information on any future PSP Forums, please visit our event site at www.pspinfo.us Contact Information: Russ Hicks, President Public Sector Partners, Inc. [email protected]
The Equality Officer as a Change Agent to Promote Diversity in Organizations - Maria Medina-Vicent
 
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Title: The Equality Officer as a Change Agent to Promote Diversity in Organizations Description: Gender inequality persists in the workplace; it is based on unfair structures, the sexual division of labour market and the persistence of gender stereotypes. All together operates to relegate women to an inferior social position. Based on this reality, building more diverse organizations is a concern of states around the world and supranational organizations like the European Union. However, beyond the legal requirements on effective equality between women and men, we consider that a real transformation of companies implies to radically change the corporate culture. For this reason, we must recognize the moral dimension of organizations, and the fact that they have a decision-making structure that allows us to see them as moral agents. From our point of view, the professional figure of Equality Officer can become a driver of change in these organizations, because it is a central figure to incorporate the gender perspective in the decision-making structure. Thus, the central object of this study is the role of the Equality Officer in the moral structure of business organizations, in order to encourage diversity. Tags: Equality Officer, Business Ethics, Organizational Culture, Common Ground Publishing "Organization Studies" Category: Education
Improving Diversity and Inclusion
 
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Organizations that embrace diversity and inclusion outperform those that don’t; as Joy Thomas, President and CEO of CPA Canada and an IFAC Board Member, puts it, “Not only is [diversity and inclusion] the right thing to do but it is a business imperative.” Creating a constructive culture can help organizations facilitate diversity and inclusion. For example, organizations can move the needle by establishing multiple channels for employees to communicate their concerns to senior management.
The Business of Sports
 
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Moderator Liz Habib, Main Sports Anchor, KTTV Fox Los Angeles Speakers Dan Beckerman, President and CEO, AEG Ed Glazer, Co-Owner and Co-Chairman, Tampa Bay Buccaneers; Co-Owner and Director, Manchester United Stephanie McMahon, Chief Brand Officer, WWE David Nathanson, Head of Business Operations, Fox Sports Andrew Wilson, CEO, Electronic Arts Being successful and profitable in the multibillion-dollar sports industry - from traditional franchises to entertainment-oriented operations and broadcasting companies - requires executives with not only bottom-line acumen, but the ability to manage exceptionally talented personalities, nurture lasting ties with fans, and continually stay abreast of and implement innovative media strategies. How are the revenue streams of these diverse organizations evolving? How do these businesses keep their branding fresh and flexible, especially when challenged by adverse news or shifting personnel? How have community service needs evolved over the past decade, and how will they change going forward?
Views: 3418 Milken Institute
Diversity of Groups Isn't Enough: We Need Diverse Experiences to Problem Solve | Beau Lotto
 
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Being close-minded is like being in handcuffs—you can't let yourself out, someone has to pop the lock for you. That's why diversity matters, says neuroscientist Beau Lotto. Meeting others unlocks our perception. We spend our lives in the cuffs of our own assumptions, but encountering people who think and act differently teaches us so much about ourselves, and what we may have been blind to up until that point. If creativity is the act of thinking differently, then surrounding ourselves with a diversity of people, with diverse life experiences, can radically expand our field of possibility. Technology is another way to do that, says Lotto, and if you leaf through history it's apparent that the most radical technological breakthroughs are the ones that have expanded our perceptions: the printing press gave us books, which let us see other people's stories; the telescope gave us the universe, which gave us curiosity (and humility); the ship gave us mobility, which gave us cultural and material trade. Technology enables us "to see things that we could never have seen before," and it makes the invisible visible, says Lotto. The more layers of meaning we can detect—whether through diversity or technology—the better we're able to think, innovate, and connect. Beau Lotto's new book is Deviate: The Science of Seeing Differently. Read more at BigThink.com: http://bigthink.com/videos/beau-lotto-how-diversity-melts-away-our-biases-and-technology-is-the-great-equalizer Follow Big Think here: YouTube: http://goo.gl/CPTsV5 Facebook: https://www.facebook.com/BigThinkdotcom Twitter: https://twitter.com/bigthink Beau Lotto: If the process of seeing differently is the process of first and foremost having awareness of the fact that everything you do has an assumption, figuring out what those are—and by the way, the best person to reveal your own assumptions to you is not yourself, it’s usually someone else, hence the power of diversity, the importance of diversity. Because not only does that diversity reveal your own assumptions to you, but it can also complex-ify your assumptions. Because we know from complex systems theory that the best solution is most likely to exist within a complex search space, not a simple search space, simply because of statistics. So whereas a simple search space is more adaptable, it’s more easy to adapt, it’s less likely to contain the best solution. So what we really want is a diversity of possibilities, a diversity of assumptions—which diverse groups, for instance, enable. But also diverse experience. So one of the best ways to diversify, complex-ify your search space, your assumptions, is through experience. And one of the great ways to do that is actually through technology. So we think about technology, and most of our technologies are good technologies. But what defines a great technology? What is a transformative technology? The good technologies are the ones that enable us to do what we can already do faster, easier, more efficiently. And that’s because so much of our society focuses on efficiency. It’s about maximizing performance. We’re great engineers but we’re crap philosophers. We’re very good at making things more efficient, but that’s only one side of innovation.We also need the other side of innovation, which is creativity. And so the best technologies are the ones—in my view—that make the invisible visible. They enable us to see things that we could never have seen before. They create assumptions. They expand our space of assumptions. We typically think, of course, of digital technologies, but we can also think of the telescope, the microscope. In fact we can even think of the sail. So the sail was in one sense invented on the Nile, because the currents the wind go in opposite directions. So you could sail up current and then you could float back down. But what the sail enables us to do was to travel, which meant we could see different ecologies, different cultures. Which, when approached in an open way, enabled us to not only challenge but expand our assumptions, because we would have incorporated their biases into our own. So you could view it in a different way. The best transformative technologies enable us to travel. But not just travel physically. Travel in our minds. So a book, writing, this also leads onto things like augmented reality and even virtual reality. So in our case we’ve actually done experiments and created a whole platform in augmented reality to see if we can explore how the brain makes meaning by engaging with a new layer in the world. Not to replace the real world but to expand it.
Views: 16426 Big Think
Purpose and Diversity in the Workplace
 
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Companies continue to struggle with moving the needle on diversity and inclusion, as demonstrated by their lack of ability to shift demographics and representation of female and minority talent. Especially in today’s shifting landscape, we need to think more broadly about the very definitions of diversity which will resonate most with current and future talent. New research on the role of purpose points to powerful new ways to approach the inclusion conversation. The inclusion of purpose as a diversity dimension provides a framework that resonates when considered alongside visible diversity characteristics such as gender, race, sexual orientation, disability, to name a few. This ground-breaking focus on purpose has the potential to humanize work and celebrate the potential of everyone, and provides a powerful new tool for every organization in making tangible progress.
Wild Apricot Expert Webinar: Moving from Talk to Action on Diversity and Inclusion
 
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Does your organization have a compelling statement on diversity and inclusion that doesn't seem to be reflected in your day-to-day operations? Don't worry - lots of organizations face the same challenges. Watch this webinar with Sherry Marts and Elizabeth Engel, authors of the whitepaper Include Is a Verb, to learn how to move your organization from talk to action when it comes to authentic diversity and inclusion (D+I). In this free webinar, you'll learn: - The barriers that stand between words and action on D+I - How to lead D+I change with the audiences you serve - Concrete steps you can take to have an immediate, positive impact on D+I in your organization
Complexity Theory Overview
 
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See the full course: https://systemsacademy.io/courses/complexity-theory/ Twitter: http://bit.ly/2HobMld In this video we will be giving an overview to the area of complexity theory by looking at the major theoretical frameworks that are considered to form part of it and contribute to the study of complex systems. For full courses see: http://complexitylabs.io/courses Transcription excerpt: Complexity theory is a set of theoretical frameworks used for modeling and analyzing complex systems within a variety of domains. Complexity has proven to be a fundamental feature to our world that is not amenable to our traditional methods of modern science, and thus as researchers have encountered it within many different areas from computer science to ecology to engineering they have had to develop new sets of models and methods for approaching it. Out of these different frameworks has emerged a core set of commonalities that over the past few decades has come to be recognized as a generic framework for studying complex systems in the abstract. Complexity theory encompasses a very broad and very diverse set of models and methods, as yet there is no proper formulation to structure and give definition to this framework, thus we will present it as a composite of four main areas that encompasses the different major perspective on complex systems and how to best interpret them. Firstly systems theory; Systems theory is in many ways the mother of complexity theory, before there was complexity theory, systems theory was dealing with the ideas of complexity, self-organization, adaptation and so on, almost all interpretations to complexity depend upon the concept of a system. In the same way that modern science can be formalized within the formal language of mathematics, all of complex systems science can be formalized within the language of systems theory but, systems theory is a very abstract and powerful formal language and it is typically too abstract for most people and thus is understood and used relatively little. Cybernetics is another closely related area of systems theory, it was also part in forming the foundation to complexity theory, cybernetics during the mid to late 20th century studied control systems and provided a lot of the theoretical background to modern computing, and thus we can see how the interplay between computing and complexity science goes all the way back to its origins as the two have developed hand-in-hand. A lot of systems theory is associated with and has come out of the whole area of computation. The areas of computer science and its counter part information theory have continued to be one of the few major contributors to complexity theory in many different ways, though systems theory is about much more than just computers it is a fully fledged formal language. Next nonlinear systems and chaos theory; Nonlinearity is an inherent feature and major theme that crosses all areas of complex systems. A lot of nonlinear systems theory has its origins in quite dense and obscure mathematics and physics. Out of the study of certain types of equations, weather patterns, fluid dynamics and particular chemical reactions has emerged some very counter intuitive phenomena in the form of the butterfly effect and chaos. Chaos theory, which is the study of nonlinear dynamical systems, was one of the first major challenges to the Newtonian paradigm that was except into the mainstream body of scientific knowledge. Our modern scientific framework is based upon linear systems theory and this places significant constrains upon it, linear systems theory is dependent upon the concept of a system having an equilibrium, although linear systems theory often works as an approximation, the fact is that many of the phenomena we are interested in describing are nonlinear and process of change such as regime shifts within ecosystems and society, happen far-from-equilibrium they are governed by the dynamics of feedback loops and not linear equations. Trying to model complex systems by using traditional linear systems theory is like trying to put a screw into a piece of wood with a hammer, we are simply using the wrong tool because it is the only one we have. Thus the areas of nonlinear systems and their dynamics is another major part to the framework of complexity theory that has come largely from physics, mathematics and the study of far-from-equilibrium processes in chemistry.
Views: 47180 Systems Academy
Cultivating a Diverse Workforce
 
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We sat down with Katee Van Horn, VP of Global Engagement & Inclusion at GoDaddy to talk about the beginnings of GoDaddy’s diversity initiatives and how they made changes to their culture to become a more inclusive workplace. Want to learn more about how you can be a champion for change at your company? Download our eBook: http://gldr.co/2jMFeHJ
Diversity of thought
 
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We're never dominated by a single opinion. We challenge and inspire each other to explore possibilities and uncover valuable insights.
Views: 1440 InvescoUS
Diversity Made Simple for Managers in Government 2017 Diversity Training Course
 
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To buy or get more information on this diversity training course for managers in government go to https://www.trainingabc.com/diversity-video-course-for-managers/ This course made specifically for managers in government will train your managers and supervisors on their critical role in promoting diversity and inclusion in the workplace. The course includes an 13 minute video and a 10 question quiz and can be completed in under 20 minutes. This management diversity course is available on DVD, USB flash drive, MP4, SCORM 1.2 e-learning, On Demand streaming or as an online training course.
Views: 46082 TrainingABC
👊 Interview Question | When You Faced with Conflicting Priorities (+ Example)
 
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Enjoy the content? Subscribe! http://bit.ly/NatalieFisherChannel Grab the Free Guide: http://nataliefisher.ca/situational-interview Have you ever faced with conflicting priorities, especially at the workplace? Sounds tough, huh? If yes, then this video is made for you. In this video, I answer the behavioral/ situational interview question: Tell me about a time you dealt with conflicting priorities, how to answer the question, what they are really asking when they ask this interview question, etc. If you have questions that I haven’t made a video about yet, let me know in the comments and I’ll make them for you! ****** 👊 Interview Question | When You Faced with Conflicting Priorities (+ Example) ****** ************************** OTHER RELATED VIDEOS ************************** ▶ How to Increase Interview Confidence https://youtu.be/vWRtse-K4_I ▶ 1 Toxic Thing That May Ruin Your Career https://youtu.be/X0Me42yZwIE ▶ So You Failed a Job Interview, NOW WHAT? https://youtu.be/Ph0lNYJmU9M ▶ WHAT TO DO After a Failed Job Interview https://youtu.be/0_HFtLOmW2I ******************** FREE RESOURCES ******************** ✅ Grab the Situational Interview Guide http://nataliefisher.ca/situational-interview ✅ [Free Training] Get The Job You Really Want: https://nataliefisher.lpages.co/webinar-registration-page ✅ How to improve your resume and cover letter in an afternoon http://nataliefisher.ca/resume-transformation-blueprint ✅ Want a Free Strategy Session with Me? Click here: http://nataliefisher.ca/coaching-programs/ **************** SOCIAL MEDIA **************** Facebook: https://facebook.com/nataliecareerlifeguard/ Instagram: https://instagram.com/natalie.elena.fisher Website: http://nataliefisher.ca ****** 👊 Interview Question | When You Faced with Conflicting Priorities (+ Example) ****** Have you ever faced with conflicting priorities, especially at the workplace? Sounds tough, huh? If yes, then this video is made for you. In this video, I answer the behavioral/ situational interview question: Tell me about a time you dealt with conflicting priorities, how to answer the question, what they are really asking when they ask this interview question, etc. If you have questions that I haven’t made a video about yet, let me know in the comments and I’ll make them for you! Enjoy the content? Subscribe! http://bit.ly/NatalieFisherChannel
Views: 37185 Natalie Fisher
Are you leveraging the strengths of your diverse workforce?
 
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Teams and organizations that flourish in more complex, fast-changing environments are those that leverage the full range of diverse strengths, skills and experience available to them. Our co-founder, James Brook, will be joined by Danny Kalman, author of Inclusive Talent Management, to discuss ways in which organizations can uncover and optimize the full value of their workforce, rather than focusing too narrowly on specific competencies or groups of talent.
Views: 50 Strengthscope
Nonprofit Management and Leadership | Columbia College Chicago Online
 
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In this video, lawyer and former executive director Cara Dehnert Huffman introduces Nonprofit Management and Leadership, a professional certificate program at Columbia College Chicago Online. This course provides the critical foundations to prepare you to work for a nonprofit organization, such as a museum or theater. Visit CCCO to learn more: https://online.colum.edu/certificate/nonprofit-arts-management/ You’ll explore the diverse landscape of nonprofit executive jobs in the arts and in arts administration—specifically, what you’ll need to know about fundraising, grant writing, board governance, volunteer management and regulatory impacts. The interactive nature of the course gives you the opportunity to network with other creatives as you brainstorm strategic fundraising techniques. You’ll also boost your critical thinking and research skills and learn business fundamentals that you can apply in many fields. Best of all, you’ll do it all from home and on your own schedule. ▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰▰ About Cara Dehnert Huffman: Cara Dehnert Huffman is a lawyer, arts manager, and passionate supporter of the arts. Her background is in entertainment law and arts management, and she currently teaches Entertainment Law, Leadership, Writing for Managers and Introduction to Management. In addition to teaching, Dehnert Huffman is an active writer and contributor to art publications and other media outlets including Chicago Artist Resource, Chicago Art Magazine and more. About Columbia College Chicago Online: CCCO is the online education division of Columbia College Chicago, delivering interactive classroom programming in creative industries and entrepreneurship to professionals looking to advance their careers or fulfill personal goals. Call or email Columbia Chicago Admissions for more info: [email protected] 312-369-5646 (JOIN) http://www.facebook.com/columchionline/ http://www.instagram.com/columchionline http://www.twitter.com/columchionline
Vanderbilt Executive Education: Leading Teams in Organizations (Short Program)
 
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Vanderbilt Executive Education offers Leading Teams in Organizations: a 2-day program offered regularly on Vanderbilt's campus. Through a combination of case studies, simulations, discussion and role-playing, you’ll improve your ability to motivate employees, work within diverse groups, apply human resource management tools to build effective teams, and lead change. Learn more and Register at: www.vanderbiltexecutiveedcuation.com
[WEBINAR] How to Grow a Diverse & Inclusive Workforce
 
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In this Great Place to Work® webinar, Pattie Money, Chief People Operations Officer at Best Workplace SendGrid, will discuss how to hire, retain, and grow your workforce to encourage diversity of thought and build an inclusive culture. Pattie will draw on SendGrid's own journey in the tech space and share tools and best practices to cultivate a workplace where all employees can reach their full human potential.
Views: 569 Great Place to Work
Diversity and Inclusion
 
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Diversity is a subject very close to our hearts at Aberdeen, both as an employer and as an investor. We are committed to building and sustaining a diverse and inclusive workplace. As a global organisation with customers spanning a multitude of countries, cultures and professions, we view diversity as a valuable business asset. Our aim is to ensure that we provide our clients and wider stakeholders with the diversity of thought and creativity necessary to build long term value.
Learning English: Diverse Students in American Classrooms
 
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In partnership with WVIZ/PBS ideastream, REL Midwest created a 30-minute, documentary-style public television program that presents the research on academic supports for English learners. Stories from the Cleveland Metropolitan School District's Multilingual Multicultural Education Program connect the research evidence to practice by highlighting real students, teachers, and school and district leaders. The content of these videos does not necessarily reflect the views or policies of the Institute of Education Sciences or the U.S. Department of Education, nor does mention of trade names, commercial products, or organizations imply endorsement by the U.S. Government.
What is HUMAN RESOURCE MANAGEMENT? What does HUMAN RESOURCE MANAGEMENT mean?
 
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✪✪✪✪✪ WANT VIDEO LIKE THIS ONE? ORDER IT HERE FROM INDUSTRY EXPERTS - http://bit.ly/2Uxpg5X ✪✪✪✪✪ ✪✪✪✪✪ The Audiopedia Android application, INSTALL NOW - https://play.google.com/store/apps/details?id=com.wTheAudiopedia_8069473 ✪✪✪✪✪ What is HUMAN RESOURCE MANAGEMENT? What does HUMAN RESOURCE MANAGEMENT mean? HUMAN RESOURCE MANAGEMENT meaning - HUMAN RESOURCE MANAGEMENT definition - HUMAN RESOURCE MANAGEMENT explanation. Source: Wikipedia.org article, adapted under https://creativecommons.org/licenses/by-sa/3.0/ license. Human resource management (HRM or simply HR) is the management of human resources. It is designed to maximize employee performance in service of an employer's strategic objectives. HR is primarily concerned with the management of people within organizations, focusing on policies and on systems. HR departments are responsible for overseeing employee benefits design, employee recruitment, training and development, performance appraisal, and rewarding (e.g., managing pay and benefit systems). HR also concerns itself with organizational change and industrial relations, that is, the balancing of organizational practices with requirements arising from collective bargaining and from governmental laws. HR is a product of the human relations movement of the early 20th century, when researchers began documenting ways of creating business value through the strategic management of the workforce. It was initially dominated by transactional work, such as payroll and benefits administration, but due to globalization, company consolidation, technological advances, and further research, HR as of 2015 focuses on strategic initiatives like mergers and acquisitions, talent management, succession planning, industrial and labor relations, and diversity and inclusion. Human Resources is a business field focused on maximizing employee productivity. Human Resources professionals manage the human capital of an organization and focus on implementing policies and processes. They can be specialists focusing in on recruiting, training, employee relations or benefits. Recruiting specialists are in charge of finding and hiring top talent. Training and development professionals ensure that employees are trained and have continuous development. This is done through training programs, performance evaluations and reward programs. Employee relations deals with concerns of employees when policies are broken, such as harassment or discrimination. Someone in benefits develops compensation structures, family leave programs, discounts and other benefits that employees can get. On the other side of the field are Human Resources Generalists or Business Partners. These human resources professionals could work in all areas or be labor relations representatives working with unionized employees. In startup companies, trained professionals may perform HR duties. In larger companies, an entire functional group is typically dedicated to the discipline, with staff specializing in various HR tasks and functional leadership engaging in strategic decision-making across the business. To train practitioners for the profession, institutions of higher education, professional associations, and companies themselves have established programs of study dedicated explicitly to the duties of the function. Academic and practitioner organizations may produce field-specific publications. HR is also a field of research study that is popular within the fields of management and industrial/organizational psychology, with research articles appearing in a number of academic journals, including those mentioned later in this article. Businesses are moving globally and forming more diverse teams. It is the role of human resources to make sure that these teams can function and people are able to communicate cross culturally and across borders. Due to changes in business, current topics in human resources are diversity and inclusion as well as using technology to advance employee engagement. In the current global work environment, most companies focus on lowering employee turnover and on retaining the talent and knowledge held by their workforce. New hiring not only entails a high cost but also increases the risk of a newcomer not being able to replace the person who worked in a position before. HR departments strive to offer benefits that will appeal to workers, thus reducing the risk of losing corporate knowledge.
Views: 69711 The Audiopedia
The Inclusive Leader: Tips for Developing Diverse Teams – Jill Wetzler | The Lead Developer UK 2017
 
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Join us for our next conference: https://goo.gl/B2bqQ6 Managing people is hard. Managing people who aren’t like you is harder. As we push to build more diverse teams, how do we ensure everyone can succeed equally? Exceptional leaders use empathy to develop relationships with their teammates, don’t shy away from conversations that feel risky, and use a variety of tactics to bring out the best in their colleagues. This talk will cover challenging situations using scenarios from both sides of the manager/direct report relationship, applicable to anyone who’s tasked with developing the careers of their teammates. You’ll leave with specific tips on how to ensure everyone gets the opportunity and support they need to perform. About Jill Wetzler Jill Wetzler is Director of Engineering at Lyft, leading their Core Services and Infrastructure orgs. She helped create UpLyft Tech, Lyft’s organisation focused on diversity and inclusion within engineering. Prior to Lyft she managed teams of engineers and data scientists at Twitter, and she’s also been a manager and lead engineer at salesforce.com. Jill has managed and developed engineers at every level, ranging from interns to the most senior engineers. Most of them are not like her. No one is, really.
Views: 1041 White October Events
Building Inclusive & Diverse Tech Hubs: Creating an inclusive culture
 
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Learn about how to build an inclusive and diverse tech hub culture. Check out the PDF guide to implement the recommendations, as well as the other videos in this 6-part video series to help tech hub leaders to develop more inclusive cultures, programs and spaces. Find the PDF guides via Change Catalyst: https://goo.gl/eY3vDU Join Women Techmakers Membership for more resources: https://www.womentechmakers.com/membership More videos from Women Techmakers: https://youtube.com/womentechmakers B Roll footage courtesy of Speak with a Geek, Worldwide Business with kathy ireland® and Change Catalyst
Views: 838 Google Developers

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