Finally, it creates redundancy that leads to a more robust work architecture that helps us spread knowledge and do things in a way that other people on the team can pick up if necessary.,Diversity in culture, gender, age, academics, technical discipline, and expertise creates a platform for real innovation that is critical to the safe, efficient, and profitable development of hydrocarbon-based energy.,With all of this diversity, “soft skills”—social and emotional intelligence, a positive and flexible attitude, and communication skills—are crucial to helping people navigate their environment, work well with others, perform well, and achieve their goals.,My community is deep and wide, and it includes people of all ages and walks of life, and from different disciplines, industries, geographies, races, cultures, and genders.,From the very first wells to today and into the foreseeable future, petroleum engineers have, and will continue, to “do the impossible” by inventing and applying technologies and methodologies that make oil and gas the safe, low-cost energy source that dri
Exceptional bosses don’t leave it to HR to create career progression programs for their team members.,But it’s easier than you think, if you follow five steps: organize key information about each employee into a spreadsheet, consult and update it weekly, do a deeper dive every three months, discuss it regularly with team members and consult it when writing performance evaluations.,The exceptional leaders I studied don’t leave it to HR to create career progression programs for their team members.,As you gain insight into individual progress, as well as the coaching or development methods that seem to work, pull team members aside one by one to discuss.,Many managers struggle to recall the nuances of their team members’ performance and development work over a year.
GOSHEN — Timothy Hostetler has been named to the inaugural National Football Foundation national high school scholar-athlete class.,The 2018 Fairfield High School graduate is one of 69 honorees from around the county and one of only three from Indiana.,“I was pretty diverse in high school and that seemed to help,” Hostetler said.,“We hope this new honor will become one of the most prestigious local awards that a high school players can receive, and it really brings into focus the phenomenal work that our chapters do in identifying the most outstanding young leaders in their communities.”,The NFF has 120 chapters and more than 12,000 members and impacts 500,000 students-athletes at 5,000 high schools in 47 states each year.
Let’s get into what types of motivation are out there, and which are the most beneficial for cultivating employee, customer, and company success.,When your employees feel that they are purposefully working towards their goals within your company, and that their current role aligns with their personal goals, they feel more motivated to “keep it up”.,Extrinsic motivators are the things that typically come to mind when you think “employee motivation”, i.e raises, bonuses, and benefits.,When times are tough and you are not able to provide your employees with the financial rewards they expect, what will serve as their motivation to continue to perform at the same level they had been when they were receiving such rewards?,How to Motivate with Other Forms of External Rewards:
Wachter is also, now, an actor: She plays a present-day Diana in Matthew Barney’s latest film, Redoubt, 2018.,Transposing the Diana myth onto a hunting party in the Northern Rockies, Barney paints a cinematic picture of the American West, trading his familiar baroque visuals for the straightforward sublimity of the landscape and the ineffable strangeness of its inhabitants.,Redoubt is a pronounced departure from the labyrinthine narrative, bravado, and spectacle that characterize Barney’s “Cremaster” cycle.,REDOUBT is a pronounced departure from the labyrinthine narrative, bravado, and spectacle that characterize Barney’s “Cremaster” cycle, 1994–2002, and River of Fundament.,The film forgoes all dialogue, unfolding largely through controlled dance sequences alongside displays of Wachter’s firearm technique, Barney’s plein air sketching, and Blue Planet–esque footage of wild animals.
Vivid Seats is the largest independent online ticket marketplace, sending tens of millions of fans to live events.,Being a part of our team means having the ability to drive impact and own the innovation that connects our tens of millions of unique monthly users to the memorable experiences that only live events create.,As a Recruiting Coordinator you will partner with recruiters and staffing partners to assist with candidate communication and scheduling across all of Vivid Seats departments.,Working side by side with the recruiters and business partners, you will drive timelines forward, identify and implement efficiencies for the team, and advocate for an exceptional candidate experience.,You will get the chance to connect with candidates through each step of their interview process, share the Vivid Seats story, and play an important role in Vivid Seats hiring initiatives.
Behavioral researcher and author Alfie Kohn likes to tell a joke that many small business owners can no doubt relate to:
An elderly man who lives near a school is regularly harassed by a group of students.,Leadership is not about imposing your will on others, it has more to do with understanding people,” says Dr. Steve Vargo, a business consultant with IDOC and author of Eye on Leadership, An Optometrist’s Game Plan For Creating A Motivated and Empowered Team.,Says Dan Ariely, professor of psychology and behavioral economics at the Fuqua School of Business: “The question for your staff should be, ‘Can I do one small thing to get better today?’,In other words, people who enjoy meetings are those who don’t like getting things done.,The key question for distinguishing a worthwhile meeting from a worthless one seems to be this: is it a “status-report” meeting so employees can tell each other things?
Research reveals that actually, daily workplace experiences impact job satisfaction.,[i] They began by recognizing prior research establishing self-determination theory (SDT), which holds that the satisfaction of basic psychological needs such as competence, relatedness, and autonomy in a workplace setting creates the foundation for commitment, as well as autonomous (which is the opposite of controlled) regulation, or intrinsic motivation, which boosts a feeling of well-being.,They believed that employees who are strongly committed to their jobs would be more likely to feel autonomous regulation or intrinsic motivation at work, which would likely to translate into flow experiences.,They further adopted a definition of work engagement as synonymous with concepts such as "employee engagement, job engagement, role engagement, or personal engagement.",Your Job as Your Home Away From Home
Given the significant amount of time people spend on the job, this research seems to suggest that workplace structure can indeed contribute to satisfaction, and that a positive workplace experience involves much more than merely going through the motions.
Instead of better clarifying expectations and building morale, the traditional annual appraisal aspect of performance management (PM) alienates talented and typical employees alike.,Across industries, serious companies recognize that competing effectively in digital business environments demands a new approach to performance management.,Getting performance management right is culturally critical to strategic execution in rapidly evolving business environments.,The technology-based future of performance management is an essential component of leading successful digital transformation.,The implications of our findings are far-reaching for leaders intent on maintaining their company’s competitiveness in modern business environments:
This report presents the critical insights managers will need to grapple effectively with in this evolving performance management landscape.