Spotting political calculus behind some acts of corporate charity

Spotting political calculus behind some acts of corporate charitySpotting political calculus behind some acts of corporate charityOver the past few years, I have teamed up with fellow economists Marianne Bertrande, Matilde Bombardini and Francesco Trebbi to look into one underappreciated way that businesses may attempt to influence politicians corporate philanthropy.We found that what we call politically linked charities get more money from corporate foundations in general. We also find that when politicians gain leverage on issues tied to a companys interests, charities in their districts get more gifts from that companys foundation. For example, a nonprofit is more than four times more likely to receive grants from a corporate foundation if a politician sits on its board.This means, in our view, that some corporate giving may influence members of Congress in both major political parties to a degree indirectly bending laws and regulations in ways that boost profits rather than serv e the publics interests.Political charityWhy would businesses rely on charitable donations rather than, say, campaign funds or lobbying efforts, to influence government? One big reason is that there are limits on campaign contributions, but effectively no limit on what corporations may give to charity.And it appears that corporate charity is deployed in ways that look a lot like influencing.Second, companies may support nonprofits that serve the voters of individual politicians districts thereby indirectly helping him or her get re-elected. For example, an investigation by The New York Times of former Democratic Rep. Joe Baca of California concluded that he used his family foundation and its generous giveaways to run something akin to a permanent political campaign. But much of the foundations largesse was funded by local companies and major corporations that have often turned to Mr. Bacas Washington office for help, not by his family.First, companies may give to politicians pet ch arities. For example, as detailed in a recent New York Times article highlighting our research, the foundations of ATT, ConAgra Foods, General Electric, Goldman Sachs, Medtronic, Merck, Monsanto, Nationwide Insurance, Principal Financial Group and Rockwell Collins all contributed to either the University of Northern Iowa or the Partnership for a Drug-Free Iowa. Perhaps not coincidentally, Republican Sen. Chuck Grassley is a trustee of one of these organizations and an honorary board member of the other.Then there is the stealth factor. Its relatively easy to look up how much investment management giant BlackRocks political action committee, or PAC, gave Rep. Carolyn Maloney, in the 2016 election cycle. According to the Center for Responsive Politics OpenSecrets database, the New York Democrat got US$10,000. Thats because federal law has required all such donations to be publicly disclosed since the 1970s.Its harder, however, to connect the dots between BlackRocks charitable giving t hat indirectly benefits Maloney and her colleagues who have New York Citys financial service businesses as their constituents.Striking patternsTo uncover potential links between corporate donations and legislative interests, we looked at the grants provided by the foundations of companies in the SP 500 and Fortune 500 lists that comprise many of Americas largest companies. Because these grants must by law be disclosed on tax returns, we could link most donations to specific nonprofits. That, in turn, meant we could pinpoint in which congressional districts the nonprofits were located.As the Grassley and Baca examples indicate, it is fair to say that corporate foundations are more likely to give to nonprofits tied to politicians if those lawmakers belong to committees that matter to the company.We also have also found that companies foundations give more to nonprofits in districts represented by politicians who also get campaign cash from those saatkorn enterprises. That suggests tha t corporate giving does double duty as a form of stealth campaign finance.What can be done about itCorporate charitable contributions totaled nearly $18 billion in 2014, the most recent year that we analyzed in our data. My colleagues and I estimated that 7 percent of them were politically motivated about $1.3 billion. At that level, the political donations delivered through charity may be as important as more easily observable channels of influence.For example, corporate PACs spent less than $500 million in 2014 while lobbying expenditures amounted to $3.3 billion.In light of our findings, we believe that corporate-funded activities of all kinds should require more disclosure, including the donations companies give to charity.This article was originally published on The Conversation. Read the original article.

How to Protect Yourself Against the Most Common LinkedIn Scams

How to Protect Yourself Against the Most Common LinkedIn ScamsHow to Protect Yourself Against the Most Common LinkedIn ScamsLinkedIn is one of the most popular professional online networks, and its users are sometimes targeted by online scammers. These scammers may send LinkedIn users schmelzglasles that appear to be from LinkedIn but are leid, either infecting your computer with malicious software or stealing your personal information. Common LinkedIn Scams and How to Avoid Them Below are a few common LinkedIn scams and tips for protecting yourself and your personal information. LinkedIn Scam 1 Fake Member Invitation One of the most common LinkedIn scams is a fake schmelzglas inviting you to connect with another LinkedIn member. The email will look very similar to an authentic LinkedIn email, and might even contain the LinkedIn logo. It may ask you to click on a link to visit your inbox now, or ask you to accept or ignore the invitation. If you click any of these links, the link will bring you to a compromised website that will download malicious software onto your computer. LinkedIn Scam 2 Fake Request for Your Personal Information This scam first occurred in 2012, when Russian hackers collected and leaked millions of LinkedIn users passwords. Scammers send you a fake email, pretending to be the LinkedIn administrative team. The email asks you to confirm your email address and/or password. It might even say that your LinkedIn account has been blocked due to inactivity. This email might contain a hyperlink that says something like click here to confirm your email address. If you click on this link, it will bring you to a compromised website that looks very similar to the LinkedIn site. The site will ask for your email and password. Scammers will then take this information and put you at risk for identity theft. This type of theft is known as phishing. LinkedIn Scam 3 Invitation From Scammer Its important to check out the people who invite you to connect wi th them on LinkedIn, as they could be fake profiles. If you dont know the person, check out their profile carefully. Warning signs include a very brief profile with a limited amount of company and job information. If you accept the invitation, the next message might be one with a link to a scam. LinkedIn Scam 4 Scam LinkedIn Message With this scam, someone on LinkedIn (typically someone with InMail, allowing them to contact with anyone on LinkedIn directly) sends you a message with a link to a scam or spam website. How to Spot LinkedIn Scams These LinkedIn scams can be tricky to spot because the emails typically look like authentic LinkedIn emails. However, there are several ways you can spot them 1. Look at the email address of the sender and avoid anything with a non-LinkedIn domain. 2. Hover over each hyperlink in the email to see the links URL. If the link is not to a LinkedIn webpage, you know its a scam. 3. If you are at all uncertain about the validity of the email, log i nto your LinkedIn account. If the email is real, you will have the same notice in your message folder in LinkedIn. 4. Any email asking for personal information beyond your email address is spam. If you ever forget the password for your LinkedIn account, you will receive an email asking you to enter (just) your email address, nothing more. Next, youll receive a link to reset your password. Any emails asking for additional email addresses, passwords, bank account numbers, etc., are spam. 5. Any email asking you to install software or open an email attachment is spam. 6. If an email contains bad spelling or grammar, it is likely a scam. 7. Finally, authentic LinkedIn emails have a security footer at the bottom of every email that says, This email was intended for YOUR NAME (CURRENT JOB, COMPANY). This footer is not a guarantee the email is not from a scammer, but if you do not see it, you should not click on any links. What to Do If You Are Scammed Heres what to do if you are the v ictim of any LinkedIn scams 1. Send the suspicious email to phishinglinkedin.com. 2. Delete the email from your account. 3. If you clicked any of the links in the email, run your antivirus and spyware software to find and remove any cookies or malicious software. 4. If you gave out personal information such as a password or bank account number to a scammer, make sure to reset your password and /or contact your bank.

8 Crippling Mistakes Job Seekers Make

8 Crippling Mistakes Job Seekers Make8 Crippling Mistakes Job Seekers MakeWhether wittingly or unwittingly, there are common and recurring mistakes job seekers make. These mistakes will either prolong your job search or derail it altogether. Dont let yourself fall prey to them.Not knowing your value. Your value is determined by two factors. First, what someone is willing to pay for the blend of skills and experience he or she needs and will use and second, the well-known economic principle of supply and demand. If there are many people who can deliver the same skills and experience, that drives the price you can command down. To best determine your value, research the going rate for the kind of work youre looking for and understand the job requirements. You can do this by talking to other professionals in that occupation or field, talking to recruiters and using online salary calculators. Figure this out early in the process, because your job search success depends on it. If you ask for too much or too little, youll eliminate yourself from the competition.Trying too hard. This reads as desperate. It looks like the used car salesman at a networking event, dealing out business cards like a poker game, or the slick intro that seems over-rehearsed and like bragging. Dont treat your job search like a sprint. This is your new life habit of building relationships and maintaining them. Your career is a marathon and nurturing these relationships ensures a fertile future. Negotiating salary too soon. When you attempt to negotiate during the interview, you are likely to eliminate yourself from the process altogether. Without a job offer in hand, it is unwise to attempt to reach mutually agreeable terms regarding salary, work locations, paid time off or any other element of the companys benefits. Wait until you hear the magic words We would like to offer you the job starting on X date and making $Y. This is your signal to begin negotiating.Not asking for help. Many try the job-searching thing all alone. They spend endless hours applying for jobs online, which not only gets tiring, but also has a lower weg of translating into a job offer. Worst of all, it gets depressing. Some people even keep their job search a secret from their families, thinking they wont understand or be supportive. Start asking for advice and insight from those you know will be most helpful. Additionally, carve time into your day to reconnect with past colleagues, attend job seeker networking groups or even alumni groups. The good news is that everyone today knows someone who has lost a job due to no fault of their own. They will be empathetic just give them a chance. Sending mass mailings. A mass email announcing your unfortunate layoff or asking to keep an eye out for a job opportunity will almost guarantee you wont get a response. Unless the message is specifically worded for the intended individual it is bound to get overlooked. The recipient may think someone else can help y ou better than he or she can or that you dont really need his or her help. Send your next message to an individual and then follow up. Personalize every bit of correspondence you send out.Taking the easy way out. Job searching is tougher than you imagine. Just submitting an application online and waiting for a response is easy. Taking the time, energy and risk to speak with someone inside the company is hard. This could also mean you need to take the time and energy to personalize every cover letter, rsum and thank you letter. To personalize each document, you need to research the company and individual and ensure your documents speak to the specific needs and wants of those receiving them. Always take the harder route.Riding out unemployment. Finding a job is going to take longer than you want, so it pays to start the search immediately upon your job ending. Approach each week with a sense of urgency and use the same discipline you used on the job to manage your time. The smartest time to consider relocation, a Plan B job or other options is on day one. Put them into play immediately by exploring and pursing opportunities that are a match for your plans. Its not my fault. It isnt anybodys fault that the economy is different today. Blaming others isnt going to fix the problem. The only one who can get you a job is you. So if you arent employed, it is your fault. For example, you should ask for an outside, objective review of your job search history, or have someone review your rsum and application against the job posting. You could also ask for help practicing common interview questions, or ask a third-party recruiter for feedback on your qualifications. There are a myriad of ways in which you can present your qualifications, millions of jobs to pursue and lets not forget, theres also the solopreneur option. Have you asked yourself what product or service you could sell easily and immediately? Amazing opportunities rise out of necessity. Decide today that you have the power and control to get a job and see what happens.Hannah Morgan is a speaker and author providing no-nonsense career advice she guides job seekers and helps them navigate todays treacherous job search terrain. Hannah shares information about the latest trends, such as reputation management, social networking strategies, and other effective search techniques on her blog, Career Sherpa.

SNR Denton movie unlikely to spawn sequel

SNR Denton movie unlikely to spawn sequelSNR Denton movie unlikely to spawn sequelThe leadership of HogLove II Electric Boogaloo (a/k/a the newly-joined SNR Denton, discussed by Vera yesterday here), got together and made a video, for some reason. PR FAIL? Im afraid so.The two new co-chairs and the two co-CEOs sit in an awkward circle and spout dialogue that combines industry jargon (integrated platforms, knowledge management, seamless client-focus) with the awful dialogue of a Match.com testimonialBest of all ... we like each other.Weve been so fortunate to find one another.Our partners are going to love SNR Denton.I think elite is really the right word there, Martin.Watch the whole video here. Or dont.-posted by brian

How Companies Can Better Support Working Parents

How Companies Can Better Support Working ParentsHow Companies Can Better Support Working Parents The daily challenges and sacrifices made by parents who balance work and family are nothing new. In parte 1 of this article, I interviewed several women about what it meant to be a working mom. Here in part 2, we discussed what the role an organization plays in the parental leave process, and what companies can do to better support working parents. Heres what they had to say When it came to preparing for maternity(mat) leaves, the attitude of leadership within an organization, played a huge role on how comfortable women felt stepping away from their jobs. During her first leave, Noemie Patocka , Divisional VP of HR recounts a conversation she had with her manager, who said You have 40 years to work, but only 1 year like this to spend with your family. She remembers feeling like if this mentality could come from leadership, then she could feel comfortable taking her ma t leave without feeling penalized.Jyll Saskin Gales , is Canadian Google employee, whose team and manager are based in the U.S.. She was nervous because the laws around maternity leave in Canada are different than in the U.S., so I made sure before I was even pregnant that my manager knew the legal difference and implications. fruchtwein women agreed that its important to talk to your manager and HR, and let them know any struggles youre going through and any accommodations you might need throughout the process. At the time when Saskin Gales was pregnant, she was also being considered for promotion. She let her boss know that she would be taking time for mat leave, in good faith that this would not affect her eligibility for promotion. She was right, and she got the promotion This made her feel more confident going into her leave knowing that she can come back to a great job. In a less positive light, yachthafen Byezhanova , founder of Pronexia recounts her experience being pre gnant at her first employer. Her bosses, colleagues, and even HR harassed her with questions about her pregnancy. It was my first 3 months, and I wasnt ready to tell them yet. I went for lunch, and my boss was trying to get me to have a drink as an attempt to get me to tell her. She explains that it was even difficult for her to ask for time off to go to appointments, and do the things she needed to take care of herself and her baby.Upon returning from her maternity leave, Patocka expressed a sense of excitement to jump back in and binnensee her peers again. She explains that being home when youre used to working can sometimes feel isolating, and led her to feel a sense of FOMO. However, all her these feelings neutralized after a few weeks. When Byezhanova returned from her maternity leave, it re-confirmed why she needed to leave her organization. When she started her own company, she had a lot of freedom and flexibility. Now as her company grows, theres naturally less freedom, bu t the flexibility to stay home when she needs and not explain why she cant be physically in the office is imperative, and something she says every adult needs. ChiNguyen , VP Projects, says that though we are lucky in Canada to take up to 18 months for maternity leave, she ended up returning after 10, as the reality of maternity leave is capped financially. She feels that while EI pays up to a capped 55% in Canada, organizations are not supportive enough in providing additional financial support to make up the difference. She says that this makes it hard because it can force you to choose between making a living, or raising a family, when in reality, you shouldnt have to sacrifice one for the other.Most women agreed that companies could make things easier on everyone by centralizing resources pertaining to information about mat leave. Patocka explains that Making it easy for expecting moms to find information on things like benefits, and how access to the needed forms and documents is key. Navigating things is confusing and hard because the process of going on maternity leave can be complicated and convoluted, and coordinating with both the organization as well as the government can be a challenge. Saskin Gales says It would be helpful if there was someone in every company that could be a leave advocate. Many women end up taking on the extra responsibility of helping their colleagues navigate all the information around leaves. Physical office barriers are also a common problem with many working moms. Things like parking spots near the entrance, or having physical nursing rooms set up for moms is highly needed, especially across the U.S. where women often return to work before they are done nursing, says Patocka .Jessica Laird , Content Specialist, recommends that organizations open up their lines of communication by asking parents what they need in order to make more meaningful policies, and to create better working environments for parents, rather than jus t trying to guess blindly.What all women agreed on is that organizations must trust their employees, and allow flexibility if they want to accommodate their working parents. Organizations and managers need to give people the option to work from home, autonomy to manage their own schedules, and be accepting and understanding when your personal life happens, says Patocka .Byezhanova says that its up to leadership to create an environment where feeling scared to take time off does not exist. Its awkward for both parents to have to tell their bosses when they need to go for appointments, and the general culture needs to be accommodating for both mothers and fathers. Nguyen explains that her current organization is amazing when it comes to accommodation.She gets to work remotely, and has total autonomy over her day. With modern technology, she can achieve the exact same level of work at home by communicating over Slack, and she has complete trust from her company that shes spending h er day wisely. Flexible companies know the importance of focusing on the results delivered, versus optics of hours spent working in the office.For working parents, big changes can come from small actions on behalf of organizations. Creating a culture of flexibility, trust, and autonomy is the way forward for all companies looking to accommodate the needs of all their employees, both parents and non-parents alike

New Step by Step Roadmap for Customer Service Experience Resume

New Step by Step Roadmap for Customer Service Experience Resume Customer Service Experience Resume - Dead or Alive? In the event the user would like to find out whether or elend there are any events nearby, just 1 message to chatbot and the info will be handy. Its possible for you to uncover important information regarding your prospect to determine whether they are in fact qualified. My very first complaint, clearly, is a deficiency of coverage in part of the store where customer interfaces take quite a long time. Eventually the customer must lower her or his voice to hear what youre saying. Attempt to comprehend what your customer is experiencing and the affect the challenge is having on their day. On the flip side, theres a group of those who already know your merchandise or service, know your brand, have given you money, and are ready to provide you more Our service model was made to give us the ideal opportunity to earn a terrific first impression by allowing all our s taff to never let our rules (unless its safety-oriented) to get in the method of creating our guests happy, states Perrone. Youre given the vorkaufsrecht to proceed to the next step and you may quickly explain the practice of the upcoming steps over the telephone. Furthermore, obtaining a all-inclusive FAQ will aid with uncertain customers that are unwilling to get in andeutung with your team The battery life is wonderful. Never enable the customer leave with unanswered questions Always guarantee the customer has a very clear comprehension of any question theyve even when you dont know. Furthermore, the consumers wont even feel theyre interacting with a machine as the experience will be quite so lifelike To steer clear of the tolling bells, you may no longer compete strictly on price of products and services alone. Its also essential to note that receipts and transactional emails have a really high open pace, making them a perfect place to put more purchase suggestions, cou pons, and upcoming sales When it has to do with your company, you must be somewhat selective of what you share in social networking. The Meaning of Customer Service Experience Resume In closing, its important to center on your call center as a vital part of your overall brand experience. Its crucial to know your call center metrics and understand your intended numbers. Whenever your team has a manual, youre in a position to present a uniformed customer service experience that will be easily duplicated with each one of your callers. Your telephone customer support team should be trained on your particular target markets preferences. Customer Service Experience Resume - Dead or Alive? There is going to be a role for the franchise dealership for quite a few years to come, but nevertheless, it may ultimately look significantly different from that which we see today. You may offer worth-another-visit experience to your clients and receive a brand value for yourself. Make certa in you go the additional miles in taking care of your customers. The upcoming several years are going to be a battleground with few winners. The New Angle On Customer Service Experience Resume Just Released Oracle Service Cloud (OSvC) is a customer service tool which makes it straightforward for businesses to get in touch with customers. Your company page ought to help you engage with your clients, which means you wish to be really careful to not offend them. Enhancing your product a part of consumer experience. Make it simple to do business with you. In summary, Amazon obfuscates the work of e-commerce. Marketing to entice new customers is significantly pricier than marketing to retain present customers. While promotions and exceptional offers can draw in customers, its only through good customer service which youll have the ability to retain them and achieve customer return. For instance, a contact center supporting diverse and elaborate customer issues would expect to h ave a really good minimal containment rate. In fact, the majority of students enroll to attain a particular set of outcomes or competencies that directly impact their career prospects. There are two major challenges in regards to modelling churn.

Fashion career fact sheet

Fashion career fact sheet Fashion career fact sheetPosted May 12, 2014, by Molly Wiltshire-BridleDesigning ResourcesAssistant fashion designer cover letterGraphic design graduate resumeCareer Insider StoriesKim Fletcher - MillinerTherese Moussa - The Grounds Head Stylist & Creative DeveloperElizabeth OConnor-Cowley - Director, eeni meeni miini mohInterested in becoming a?Web DesignerIT ManagerInterior DesignerJunior Graphic DesignerInterior DecoratorPopular Career Searchescorrespondence fashion design course australiafashion design dressmaking courseshow to become a fashion designer in sunshine coasthow to become a fashion designer in perthmens fashion design coursesDesigning CoursesBachelor of DesignEnquire Online Enquire OnlineMixed Reality Design CourseEnquire Online Enquire OnlineUser Experience Design Accelerated Course (1 Week)Enquire Online Enquire OnlineUser Experience Design Transform Course (Full-Time)Enquire Online Enquire OnlineMolly Wiltshire-BridleRelated ArticlesBrowse moreDesignDesigningDesign graduates need to impress in competitive industryDesign graduates take heed it takes more than great skills to get one of the top jobs in this competitive industry.DesignDesigningWhat graphic designers wantA recent survey by designer marketplace, 99designs, reveals some of the ins and outs of the graphic design industry. Check out their infographic for everything you need to know about how to woo a graphic designerCreative careersDesigningDesign. Code. Play How To Make Video Games For A LivingVivien takes a closer look at the gaming industry and finds out what it takes to make the jump space bar into the video game industry.

Retaining Healthcare Professionals with Education Benefits

Retaining Healthcare Professionals with Education BenefitsRetaining Healthcare Professionals with Education BenefitsRetaining Healthcare Professionals with Education Benefits DezubeHR professionals recently caught a break in their efforts to retain health care professionals as the economic downturn drove hundreds of thousands of RNs back to work, while new nursing graduates entered the workforce. Yet those same HR professionals could soon find themselves scrambling to find qualified nurses as the economy recovers.This time around, the nursing shortage could be especially acute for hospitals seeking magnet status and improved patient safety. These requirements will drive the need for more baccalaureate-degreed registered nurses (BSNs).Retaining Health Care ProfessionalsThis comes at a time of rising demand for RNs overall as Baby Boomers age and healthcare reform expands coverage to millions Americans.Those changes are happening in a hiring market where the demand for bachelors of sci ence nurses already outstrips supply. Healthcare Job Conditions Report 2011shows 52% of nurse employers ask for a BSN in their registered nurse job description, while only 35% of job candidates possess that credential 42% of recruiters surveyed say they plan to increase RN hiring.Grow-Your-Own BSNsHiring your way out of a BSN shortage may not be an vorkaufsrecht only a thirdof new nurses are BSNs capacity for increased school enrollment is limited due to shortages in clinical sites and faculty.HR professionals considering grow-your-own BSN strategies have a limited window in which to get started. There is emerging data that a massive exodus of employees will start in three years, says Liana Orsolini-Hain, PHD, RN, a nursing instructor at City College of San Francisco, and a member of the Future of Nursing Committee at the Institute of Medicine (IOM), Bethesda, Md.In her study, Mixed Messages Hospital Practices that Serve as Disincentives for Associate Degree-prepared Nurses to Retur n to School,Orsolini-Hain uncovered how workplace policies and company culture can influence RNs decisions to return to school.Her recipe for growing-your-own BSNs? Assess current employee attitudes, revamp company culture, develop expanded career pathways and offer financial support and learning accessfor BSN-seeking employees.Assessing Current AttitudesEvery healthcare organization has unique talent development challenges that must be addressed in order to increase BSNs. To do so, Orsolini-Hain recommends organizing focus groups to identify the impact of work environmentand any personal and workplace-related issues that hinder your AD-educated nurses from returning to school.Be sure to include the HR department in your review and pay close attention to your healthcare recruiting and hiringprocesses. For example, if your job postings say BSN preferred or Masters preferred and your reference-checking methods focus only on ADNs, candidates might assume that your company doesnt value BSNs and higher degrees.Tapping yourdata analyticswill also help differentiate those benefits programs that can effectively create and retain BSNs, says Michael Bleich, PhD, dean of the School of Nursing at Oregon Health and Science University, Portland, and an IOM Future of Nursing committee member.For example, Bleich says that you may find new nursing hireswork best to complete a degree within a given time period, while mid-career nurses will be motivated by more autonomous career paths that link degrees to specific jobs.Encouraging Learning at WorkUniversity partners that are willing to designate nursing school seats for your employees are another way to cultivate BSNs. You can help enrolled employees by forming at-work study groups. It will keep your RNs in the program and give them camaraderie, Orsolini-Hain says. If possible, match students with mentors who have already completed their degrees.Physical changes in the workplace can also help support your BSN students. Is there space for on-site classrooms with video-streaming for virtual seminars? If your workplace is in a rural location, can you add computer stations for online classes that eliminate a long commute to school?Work life balance issues are also big for RNs. If budgets allow, consider offering a once-a-week sabbatical or stipends that support time-off while in school. If budgets are tight, consider providing flexible hours and time off during finals.Rewarding your BSNsCan your nurses reach the highest rung on the clinical ladder without a degree? Do you only require a degree if theyre promoted to management? If so, your workplace culture will continue to trump efforts to build a BSN base.Money can be a powerful motivator. According to a study in Nursing Economics, a net benefit of more than 6.8% earnings will quadruple educational enrollment of AD-prepared nurses theyre three times as likely to pursue advanced education if the net benefit ranges from 3% to 6.8% and twice as likely if the ben efit is less than 3%.Up-front tuition costs can be a barrier for single-parent (single paycheck) employees, even when reimbursed by the employer. A tuition reimbursement policy that helps employees pay for schooling at the beginning of the semester removes that hurdle, says Orsolini-Hain.Finally, posting a calculator widget on your company website demonstratesthe value of increased pay over time with an advanced degree.Recognize AchievementPrograms that support nurses who return to school dont have to be expensive. Including degrees and certifications on employee name tags allows the staff tobetter assess differences in performance between ADNs and BSNs. You can also give recognition to graduates with lunches, parties or by posting an honor roll.Nurses Want to Go Back SchoolADNs want to return to school 80 percent of the RNs Orsolini-Hain surveyed said they wished to obtain a BSN or higher degree. By working to improve your company culture, career opportunities and financial aid, H R professionals can help RNs fulfill that goal.

Using Servant Leadership to Improve Corporate Culture

Using Servant Leadership to Improve Corporate CultureUsing Servant Leadership to Improve Corporate CultureThe servant is definitely below in the hierarchy of any organization, right? The servant serves the bosses and has little status in the organization. But, servant leadership turns this concept on its head. Servant leadership, done right, can improve your corporate culture. What Is Servant Leadership? Servant leadership comes from an essay written by Robert Greenleaf in 1970, The Servant Leader. In this essay, Greenleafs theory was that you need to flip the pyramid. Instead of the leader commanding people, like in top-down leadership, with servant leadership, the leader supports the other employees. This means that the leader exists to provide guidance and direction, but the employees are empowered to make decisions on their own. The leader looks for opportunities to help others instead of having others help him. This type of servant leadership can create a great company cultu re. The Cultural Benefits of Servant Leadership When you have a culture that consists of top-down leadership, all of the decisions come from the eckball office. The CEO may know a lot, but as a company grows beyond a handful of people, the CEO isnt the one who is meeting face to face with customers, designing marketing campaigns, or interviewing candidates. When all direction comes from the senior managers, the decisions often dont reflect reality. With servant leadership, the CEO (or department head) says to the staff, essentially, I hired you to do your job, and Im going to trust you to do it. What can I do to help you? This type of leadership allows employees to share their ideas. They are allowed to do the jobs they were hired to do. They are able to use their expertise where it makes sense. When they need help, they have senior leaders with mora experience who can help them. Examples of the kind of help needed include ideas, resources, or cutting through the bureaucracy tha t all companies seem to develop. A good servant leader understands that the business will thrive when people are trusted to do their jobs. Does This Mean That Servant Leadership Is a Do-Nothing Role? If the employees are making the decisions and carrying out the work, does the boss just sit in the back with a cool drink? Every manager wishes this were the case, but its far from reality. Just as a servant in the royal household is always busy, the servant leader is as well. In order to provide leadership, she needs to know what is going on. She has to stay in contact with her staff. She has to stay on top of the industry information sothat the organization remains competitive. When a staff member needs help, a senior leader who hasmore experience and a broader perspective on the industry and company can help them. A marketing manager is focused on marketing, while the production manager is focused on producing a product. A servant leader CEO needs to know about both of these func tions so that she can help both succeed. And sometimes, she fills that gap between the two functions to create cohesion and cooperation. Servant Leadership Is More Difficult Than Top-Down Management, but Its Better In a top-down management organization, the leader just says do this and the task is done. But servant leadership requires thoughtfulness, care, and proactive planning. A servant leader needs expertise in hiring her team so that she hires people who are capable of doing their jobs. Servant leaders coach and train and provide feedback. A servant leader needs humility to accept that she doesnt always have the answer, and she needs the expertise to know when she does and when she needs to step in. A servant leader sometimes has to do the grunt work in order to accomplish the job. Its hard. You can, however, achieve incredible results through servant leadership. Look at Wegmans, a company that always makes Fortunes Top 100 Companies to Work For list. They empower their cas hiers to make decisions, and their corporate employees all have to work in the stores to understand how they can best provide support. The result is a booming business and employees who are happy with their jobs. Thats what you can achieve with true servant leadership. How Do You Make the Change to a Culture of Servant Leadership? First, you dont have to wait for the CEO to make the decision to become a servant leader. If you manage employees, you can switch your own management style. Start by asking your direct reports what would make their lives easier. Ask them what tasks or policies they would eliminate. Ask them what works and what does not. Now, of course, you have to exercise judgment. Your direct reports may say, I hate the affirmative action plan reporting. It doesnt help much. Lets end it. You have to say no because thats required by law, but you can ask the employee what would make the reportingeasier and what would make the report more useful. If youve been a strict top-down manager, your employees may find your change strange but, you need to persist. You may also have to change the type of employees you hire to increase the likelihood that your new hires can perform in an empowered work setting. But eventually, switching to servant leadership will pay off for you in a happier, more productive, empowered workplace culture. - Suzanne Lucas is a freelance writer who spent 10 years in corporate menschenfreundlich resources, where she hired, fired, managed the numbers, and double-checked with the lawyers.

Customize this Imagery Analyst Resume

Customize this Imagery Analyst ResumeCustomize this Imagery Analyst ResumeCreate this Resume Michael Nobles1219 Romrog WayAfton, WY 83110(777)-207-6394m.noblestmail.comObjectiveLooking an opportunity to work in a premier global defense and aerospace company as Imagery Analyst to utilize skills and expertise to fulfill the companys objective in delivering a full range of products and services. Summary of QualificationsHas a strong knowledge of Manual Light tables and electronic light table functionalitiesKnowledgeable in Intelink SAFE, M3, REMOTEVIEW, NES, IEC and MS OfficeHas a strong knowledge of NTM, air breather and civil/ commercial sensorKnowledgeable in specific digital dataAbility to analyze, design and recommend intelligence systems for use for specific projectsProfessional ExperienceSenior Imagery Analyst, January 2007- PresentTASC Inc., St. Louis, MO ResponsibilitiesProvided and rendered Imagery Analysis Service in Support of the production of standard and non-standard int elligence products. Explored and researched the National ausbeuterei Systems and other appropriate databases for amplifying information, producing standard imagery analysis products and collaborated with other Intelligence Community. Furnished and provided imagery analysis against targets utilizing a variety of platforms.Supported and tolerated the creation of a variety of GEOINT media and collateral imagery products. Supported and tolerated the identification of technology gaps in the capabilities and processes. Imagery Consultant, May 2004- December 2006BAE Systems, Fort Belvoir, VA ResponsibilitiesResearched geographical areas of interest using national databases. Gathered available national or commercial imagery of a given geographical area such as the NIL, CIL, WARP and IAS. Analyzed and examined imagery data using RemoteView imagery exploitation software. Produced customer products by creating areas of interest and annotated with supporting graphics. Provided management with c omprehensive reports based on available algorithms integrated to the program.EducationMasters Degree in Imagery Analysis, 2004Yale UniversityBachelors Degree in Imagery Analysis, 2002Yale University Customize ResumeMore Sample ResumesHockey Coach Resume Hydrogeologist Resume Hydrologist Resume ICU Nurse Resume ICU RN Resume Imagery Analyst Resume Immigration Paralegal Resume