Related posts:No related photos. Previous Article Next Article Comments are closed. In the war for talent, managers have to keep an even closer eye on staff morale and motivation. Here we look at how four organisations view the subject and what measures they take to monitor and improve levels in their workforce. By Peter FargusAn organisation may be resized, delayered and re-engineered, but its competitive edge always relies upon the competency and creativity of its people ñ that and their motivation to apply themselves in support of their organisation’s goals.It is because of this critical competitive edge that leading organisations are looking to confirm and measure key influences on motivation which affect people’s performance. By establishing reliable measures they put themselves in the position of being able to monitor the effects of improvement action within their organisations.Experience shows that motivating people on a continuous basis is not easy in this rapidly changing world. Some of the factors that managers in one multinational oil company sees as influencing the way it needs to motivate people are:More complex problems that require better cooperation between teamsGreater emphasis on respecting individual differencesMore pressure to achieve difficult objectives on timeBetter educated employeesHigher standards of living which bring higher expectationsDemand for flexible working patternsMedical advances that enable people to work productively to a greater ageThe availability of communication technology which is resulting in increased understanding of what is happening worldwideNew levels of political democracy and transparency worldwide The growing tendency of businesses to face reorganisation.Because of these changing circumstances it is becoming more important to ensure senior managers regularly monitor the motivation within organisations and take the necessary action to nurture it.Improving your business through your peopleThe actions taken by such leading companies provide valuable guidelines on what needs to be done to augment the traditional measures of motivation, such as days lost through strikes, sickness and accidents. These still have their place, but the emphasis now is towards:Finding out what issues are current in the minds of employeesCreating instruments which provide a measure of opinionUsing instruments to track motivationTaking action as a result of their findings Linking the actions with the annual planning cycleBut does this emphasis on involving people in identifying organisation problems and initiating improvement activities really work? Intuitively it seems right, and it would be unusual for commercially oriented business organisations to invest so much time and effort into measuring motivation if they do not believe a tangible business benefit will emerge. But is there any real proof that it works?Although it is difficult to establish research that, in effect, isolates the “people factor” from all the others that affect business performance, the Sheffield Effectiveness Programme, the Institute for Employment Studies (IES) research and the Imada Loss Prevention Programme provide strong pointers.The Sheffield Effectiveness ProgrammeThis found people management practices had the greatest effect on productivity and profitability. Work carried out jointly by the Institute of Work Psychology (University of Sheffield) and the Centre for Economic Performance (London School of Economics) over the past 10 years points strongly to a causal linkage between employee motivation and business profitably/productivity.The study made every effort to compare similar organisations and was rigorously designed to isolate the impact of people on business performance. It concluded that, when comparing five commonly used managerial practices, one stood out as accounting for the largest variation in business performance.The researchers calculated the change in company productivity and profitability accounted for by the use of business strategy, emphasis on quality, use of advanced manufacturing technology, use of research and development and people management. The results indicated very different percentage variations associated with each activity. It can be seen that people management practices have by far the greatest impact on productivity and profitability. The researchers concluded that senior managers should monitor the satisfaction and commitment of employees on a regular basis using standardised surveys, and organisational changes should be made as necessary to promote job satisfaction and employee commitment.The Institute for Employment Studies Research found better people management increased productivity and sales. The IES has carried out two pieces of research which support the proposition that a motivated workforce affects business results. The first research, commissioned by Focus Central London, looked at the impact of implementing Investors in People within central London. The second looked at the impact of employee commitment on retail sales.Investors in People is a government-backed business standard which helps organisations harness their employees towards meeting business goals. In the past it has been focused primarily on training, but the new standard (introduced last April) is more broadly based, and early indications suggest it will be even more successful than earlier versions.As shown in panel below, the research indicates a link between the implementation of the standard, better people management practices and increased productivity and customer satisfaction.The researchers also found that the more an organisation had to do to achieve the standard, the greater the reported positive effect on business performance.From People to Profits follows the IES’ research into the relationship between employee commitment and retail sales in a major retailer. The researchers correlated measures of employee loyalty, pride and sense of ownership with sales performance data collected over two years. The results indicated a link between employee commitment and changes in sales.Imada Loss-Prevention ProgrammeThe Imada programme cut costs by 30 per cent and provides another example of how involving people in solving a business problem can affect the bottom line. In this case work carried out in the transportation division of a US-based multinational petroleum manufacturing organisation focused on the cost of lost days due to injury.Over a 12-month period, the (already poor) industrial injury frequency had doubled and lost work days quadrupled. The organisation’s management decided to examine the issues in the context of the way the organisation operated as a whole.By carrying out an organisation assessment and subsequently helping to harness the interests and abilities of staff, management succeeded in reducing lost working days from 1,368 to 42 a year within five years and cutting delivery costs from 2.3 cents to 1.62 cents a gallon over 10 years. This latter figure represents a 30 per cent cost saving per gallon of over 2.2 billion gallons a year.Some of the management practices Imada recommended for improvement are:Increased control by employees over their workEmployee participation in the recruitment and selection processStaff involvement in workplace and equipment designChanges to the purchasing of equipmentUse of experienced employees as trainersBetter information sharing and feedbackImproved communication between teamsAdditional non-technical skills training Use of focused performance measuresMost are related to good management of people. A summary of the resulting changes is given below. These three pieces of work do not necessarily provide conclusive evidence of the linkage between employee motivation and business results. Other research projects have failed to identify a correlation. There is enough to support the view that investing in good HR management practices can generate significant benefits ñ but organisations cannot afford to make a half-hearted attempt on this front.Case study 1TO BE EMPLOYER OF CHOICEIn order to become the dominant consulting firm in the world, one of PricewaterhouseCoopers’ strategic objectives is to become the “employer of choice”. The firm aims to attract the best candidates from all walks of life and retain them long enough to develop their potential to the maximum.This is not an altruistic approach. PricewaterhouseCoopers’ global clients expect the best, and if the best is not available, they will look elsewhere. Consequently the ability to attract and retain top-quality consultants is critical to the maintenance of a top-quality client base.Furthermore, high staff turnover impacts significantly on the bottom line. PricewaterhouseCoopers estimates that the cost of employing a new member of staff is between 160 to 180 per cent of salary. Consequently, in a global professional services firm, a relatively small improvement in staff retention reduces the cost of staffing by millions of dollars.For this reason, senior partners have invested significant amounts of time in defining the way the firm should do business. Their deliberations have been aimed at surfacing deeply-felt business principles that appeal to experienced consultants and top graduates alike.As part of its people strategy, PwC designed a measuring instrument called People Survey, aimed at providing staff with a “voice at the table”. It emphasises the business principles of PwC’s consultancy division, MCS, and also enables all staff to regularly highlight where things are going right and where they need to be improved. Case study 2TO BE A GREAT PLACE TO WORKThe goal of BT’s Multinational Sales and Services was to be the most successful service company meeting the communication needs of global customers. To achieve this, it relies on the outstanding commitment and motivation of all MNS&S employees and on being able to attract and retain talented people with scarce skills. For this reason it ran a programme of initiatives called “A Great Place To Work” in which: Professional expertise is valuedLearning is encouragedEveryone is able to give their bestEmployees share and build on each other’s ideas People look forward to coming to work.To the senior management team, “a great place to work” meant developing an environment where self-motivation could take root and flourish. In order to build on previous initiatives, the team created an instrument that would measure how people felt and where resources needed to be focused in the future.The team supplemented the regular BT surveys with an instrument that specifically measured the characteristics of the Great Place to Work programme. The resulting questionnaire helped identify what activities needed to be put in place to make the initiative successful and how those activities should be implemented.Case study 3TO ENABLE PEOPLE TO MAKE A DIFFERENCEAirtours wants to be the UK’s preferred holiday company by leading the way in quality, value and service. Its people are vital to this success, none more so than those with customer-facing roles throughout the world. The demands of today’s holidaymakers require motivated people who take the initiative and work well as a team.Airtours created a measuring instrument to solicit staff’s views on those actions that affected its customers positively, what could be improved and how people felt about working for the company. It is one activity aimed at enabling its employees to make a difference.Case study 4TO LISTEN, LEARN AND WIN TOGETHERElida Fabergé, a wholly owned subsidiary of Unilever, is the largest producer of branded health and beauty products in the UK. The company has always aimed to satisfy the needs of customers (retail outlets) and consumers (users of its products) better than its competitors.It chose the business excellence model promoted by the European Foundation for Quality Management (EFQM) and the British Quality Foundation (BQF). Contact the author at [email protected] READER OFFERThis is an edited extract of Measuring and Improving Employee Motivation by Peter Fargus and published by Financial Times/Prentice Hall, an imprint of Pearson Education, £75. You can order it at www.briefingzone.com at 15 per cent discount Motivating forceOn 16 Jan 2001 in Personnel Today
Written by FacebookTwitterLinkedInEmailPROVO, Utah-Wednesday, BYU men’s basketball ensues in the Men Against Breast Cancer Cougar Cup by hosting the Rice Owls of Conference USA at the Marriott Center.This will be the Cougars’ fifth consecutive home game in a six game stretch at Provo and BYU has swept all of them thus far as they are at 4-1 after dropping the season opener to Top 10 foe Nevada.The Cougars were one-time conference brethren of the Owls as they were together in the Western Athletic Conference from 1996-1999 and BYU leads the all-time series 5-2.In a 91-60 win over Alabama A&M Saturday, forward Yoeli Childs netted 18 points and 12 rebounds, his sixth straight double-double which represents the fifth-longest double-double streak in BYU history.The Owls are led by head coach Scott Pera who is 10-26 (.278) at Rice since taking over in the 2017-18 season.Rice comes into this game at 3-2, amassing 79.8 points per game on the season and giving up 73.6 points per contest.Junior guard Ako Adams averages a team-best 14.8 points per game for the Owls, while he also shoots a team-best 91.7 percent at the foul line. Tags: Ako Adams/BYU Men’s Basketball/Cougar Cup/Nevada/Rice Owls/Scott Pera/Yoeli Childs November 19, 2018 /Sports News – Local BYU Men’s Basketball’s Cougar Cup Ensues With Wednesday Game Against Rice Brad James
Associated Press Written by FacebookTwitterLinkedInEmailFORT COLLINS, Colo. (AP) — Dischon Thomas came off the bench to score 18 points on 7-of-8 shooting and Colorado State breezed to a 92-61 victory over Utah Valley on Sunday.Thomas hit all four of his free throws and grabbed six rebounds for the Rams (6-3), who won for a third straight time. Isaiah Stevens, Kris Martin and David Roddy all scored 10 as Colorado State shot 59% from the floor, including 58% (7 of 12) from 3-point range.Casdon Jardine had 15 points on 5-of-8 shooting from beyond the arc for the Wolverines (4-5), who have lost four of their last five games. Emmanuel Olojakpoke added 11 points, while Jamison Overton scored 10. TJ Washington, whose 17 points per game heading into the matchup led Utah Valley, was held to five points on 2-of-13 shooting. December 1, 2019 /Sports News – Local Thomas leads Colorado State past Utah Valley 92-61 Tags: Colorado State Rams/Dischon Thomas/UVU Wolverines Basketball
KönigBrand new at the Iba show in Düsseldorf was a working prototype of the new industrial König automatic divider-rounder.Developed from the Industrie Rex III, the new model known as the Industrie Rex Hyper, came about after extensive customer surveys throughout Europe. Stewart Morris, director of UK supplier EPP told British Baker: “We studied all the ideas from the surveys and came up with key improvements. Customers wanted more and more time-saving, increased productivity and they wanted machines that were easy to clean to the very highest hygiene levels. “As a result the new divider-rounder can be dis-assembled (it’s normally fixed) for full cleaning in 15 minutes. It can then be jet-washed. This makes it a revolutionary step forward in roll plant design.” Central components of the machine have been combined to produce changeable sub-systems, which can be easily cleaned and serviced at the end of a shift, saving downtime. On the dough side, pressure is simple to adjust for different products and can be recalled via the linkage programme.König also unveiled an all-purpose final prover. Based on a proven racking and storing system, it allows the individual proving plates to be stored for a specified time, giving maximum flexibility with different products. The system meets the latest hygiene requirements and offers a large proving area but only takes up a small amount of space.VMIAlso at Iba, VMI showcased a new spiral and a new planetary mixer. Mickaël Roussière of VMI told British Baker: “We assembled our most experienced people and sat down at the drawing board.”The new spiral mixer is designed to save time and money. It has built-in flexibility for mixing more dough when required and satisfies the most stringent hygiene requirements, because the materials used are stainless steel and plastic. This means it can be easily washed down. Roussière comments: “Bakeries are becoming more like food factories. Before, they were not designed to be washed down, but now they are and the customer is driving it.”Another aspect of the VMI spiral mixer, which Roussière says is unique, is that you can adjust the position of the spiral and centre post in the retaining bowl, because although the machine is a single spiral mixer it has a place for another spiral, making it a twin.The VMI new spiral mixer, available in the UK through EPP, can also be installed as part of an in-line or rotating carousel automatic mixing system. Its design also means it is very easy to see inside the bowl and it has easy access with centralised lubrication.VMI also launched a compact bridge-type planetary mixer, also described as “very easy to clean and with a new patented gearbox”. Its two main advantages are its flat roof for simple cleaning, while the gearbox is slim and compact. Roussière says: “The planetary mixer offers the best parameters for mixing and the baker can adjust the ratio of speed between tools and the double rotation. This makes the mixer more efficient, because the ratio can be adjusted to suit diffe-rent products.”
The chairman of the Federation of Bakers (FOB) has called on the Department of Health to look elsewhere when setting new salt targets.Alex Mayfield, operations director at Warburtons, was speaking at the FoB’s conference, held at Lord’s Cricket Ground in London yesterday.Commenting as part of a panel discussion, entitled ‘The important role of bread in a healthy, balanced diet’, he said: “The Federation has said quite clearly we have done as much as we can at the moment and would ask the Department of Health to look elsewhere.”FoB members have reached the 2012 target of 0.4g sodium per 100g of product, outlined by The Responsibility Deal, resulting in a total reduction of 40%, if taken in conjunction with previous reductions.In February, the government set out a further timeline for salt reduction, including a review and revision of 2012 targets that are expected to be agreed by December and implemented in 2014.Richard Ciencala, deputy director for health and well-being at the Department of Health, told attendees at the FOB conference a series of round tables would begin soon with all stakeholders. He said there would be some “opportunities” for future progress, along with some “barriers”, but the department would steer clear of “demonising” a particular food.Some FoB members called for a level playing in terms of legislation, particularly with Europe, and Alex Waugh, of the Flour Advisory Board, said the further review of salt targets gave the government the opportunity to look at the “holistic” qualities of bread.The conference, hosted by BBC newsreader Louise Minchin, also saw talks by Gavin Rothwell, retail analyst manager at IGD and nutritionist Amanda Ursell, who outlined the FoB’s new marketing campaign.
Pie maker Pork Farms, part of Addo Food Group, has relaunched the Board Games Championships following its success last year.Partnering with the Micropub Association, the brand has turned a traditional British hobby into a nationwide contest that will be held at micropubs around the country.Contestants will battle it out over five staple board games provided by a leading board games including Monopoly, Trivial Pursuit and Jenga.Micropubs are invited to sign up and get their customers involved in the contest.Championship heats will take place at participating micropubs across the country from Sunday 26 February to Sunday 26 March 2017, culminating in the reveal of the finalists who will attend the grand final during National Board Games Week on 8-14 May.The winner will be presented with a framed certificate, pork pie trophy and a stack of board games.Last year’s final was held at the One Inn the Wood in Orpington, Kent, where Tim Bentley was crowned board games champion.
One of Student Government’s early initiatives this year was to help phase out Notre Dame Security Police’s (NDSP) old evening transport system, Student Nighttime Auxiliary Patrol (O’SNAP) and replace it with a new service that brought the focus back to safety instead of just giving rides to students.“No one really knew what O’SNAP stood for,” NDSP captain Tracy Skibins said. “[So] Student Government and I got together over the summer and we tried to figure out a way to bring the safety piece back to it.”Student Body President Corey Robinson said students’ failure to use the program for its intended purpose also contributed to the desire for change.Robinson said Student Government and NDSP wanted to “make sure this project towards those who it’s intended to help — individuals who feel unsafe heading back to their dorms and not necessarily a party shuttle.”Student Body Vice President Becca Blais also said the golf carts, which had been central to O’SNAP, weren’t working as well as hoped.“It was a big failure,” Blais said. “None of them worked in the snow gear and they didn’t charge and it was a mess.”The result of Skibins and Student Government’s work to improve safety transport was SafeBouND. “SafeBouND is a safety escort service for evening hours,” Skibins said. “We assist those students who feel unsafe crossing campus by walking or giving them a ride from one point of campus to the opposite side of campus or wherever they might be going during the evening hours, seven days a week.”According to Skibins, approximately 60-70 students use SafeBouND each week, with Wednesday night seeing the heaviest traffic. Skibins said SafeBouND expanded upon the services O’SNAP offered.“We have students on walking patrol,” Skibins said. “They wear reflective vests, they carry radios, and they have constant contact with NDSP, and they will check more isolated areas in their down time. … If they find a problem like maybe a student who needs a ride or an overly intoxicated student or they see something suspicious, they use their radios to contact NDSP and our officers go to assist them.”Robinson said the initial transition from O’SNAP to SafeBouND was met with disappointment from the student body.“I think a lot of people were really disappointed with the golf cart services being taken away but I think there was a misunderstanding in terms of marketing. … There was a lot of miscommunication about the service and what it offered and what we were doing,” Robinson said.Despite this initial push back, Blais said “within a two-week period it blew over, and I haven’t heard anything recently about problems with it.”Skibins said she believes the overall transition has been successful in creating a service that truly values student safety.“I have no doubt in my mind now that when people use SafeBouND they know it is a safety service because safe is in the title of the program, so I think that’s helpful,” Skibins said.Skibins credits some of the success to Student Government’s efforts.“Student government has done a great job of promoting the service this year as a safety service,” Skibins said.Tags: 2016 Student Government Insider, NDSP, O’SNAP, SafeBouND
Paige Davis in ‘Chicago'(Photo by Jeremy Daniel) Paige Davis is back to paint the town! The Chicago vet will return to the Broadway production as Roxie Hart on January 31, replacing Bianca Marroquin. The long-running tuner is playing at the Ambassador Theatre.Davis, who hosted TLC’s Trading Spaces, appeared on stage previously in Boeing-Boeing, Sweet Charity, Beauty and the Beast and The Vagina Monologues.Chicago also currently stars Amra-Faye Wright as Velma Kelly, Eddie George as Billy Flynn, Raymond Bokhour as Amos Hart, NaTasha Yvette Williams as Matron “Mama” Morton and R. Lowe as Mary Sunshine. from $49.50 Related Shows Chicago View Comments
Miami lawyers band together to help children January 15, 2003 Regular News Miami- Dade County’s private legal sector has teamed up with Lawyers for Children America and the Voices for Children Foundation, which raises funds for the county’s guardian ad litem program.Like its founding organizations, this new effort, The South Florida Lawyers Speak for Children Campaign, commits itself to raising money for abused and neglected children, but as the chair of Voices, Norman Powell, points out:“Our goal is not just to fund-raise. . . but to raise awareness. We are working with a community that has the ability to be a voice for change, to become informed advocates and apostles for this cause.”What better advocates for the cause than the lawyers who see how the court system works, or in many cases doesn’t work. Co-chairs of the South Florida Lawyers Speak for Children campaign, Mike Eidson and Michael Hanzman, encourage skeptical attorneys to check out the juvenile justice system at work.“The courthouse is abysmal. . . the guardian ad litem attorneys are working out of trailers,” Hanzman said. “They are understaffed and underpaid.”He said praise for the region’s guardian program’s efforts is warranted, but with steep cutbacks by the state government and overcrowding in offices, many children simply get swept under the welfare rug.“We need to get private commitments to finance,” Powell said. “Otherwise, the kids get lost in the shuffle.”Hanzman and Eidson agree the magnitude of this problem may be abstract to some, but the reality inspires them to make a difference.“It’s amazing how out of touch we can get practicing law at the level we practice. . . my work doesn’t take me down to the juvenile court house,” Hanzman said. “You can’t find a situation in life where a young person has less of a chance than when they have been abandoned or neglected by their own parents. That’s just the reality of it.”Hanzman and Eidson, unwilling to sit back and watch the future of America become neglected by the same institutions set in place to safeguard them, emphasize the importance of awareness.“I knew I was asking people to go out and raise money for something that they hadn’t thought about,” Eidson said. “But all the others joined up enthusiastically. We want to make a statement. We want to make this work.”For a campaign whose slogan is “With Your Help, We Can Just Be Kids,” the question becomes “is there an acceptable excuse for not getting involved?”For more information about the South Florida Lawyers Speak for Children Campaign call Robyn Perlman at (954) 924-9921 Miami lawyers band together to help children
4SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr Apple, once again, is redefining a technology and a new channel: wearables. Watches and glasses are the first real incarnations of wearable technologies. And the watch is driving innovation right now with Apple in the driver’s seat.Depending on which statistics you believe, Apple has sold well in excess of two million watches. Some estimates are as high as 3.5 million units. That is more than double any other smart watch manufacturer, so Apple has in months attained a leadership position.There are over 3,000 watch apps and 50 watch banking apps in the Apple App Store today. That includes apps from domestic and international banks, credit card companies and stock brokers. The actual count of apps from domestic retail banks and credit unions is probably around 20. On launch day, there were only 10.Our internal projections are that the number of watch banking apps will grow exponentially in the next 12 months. continue reading »