5 Levels of Leadership: Proven Steps to Maximize Your Potential
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5 Levels of Leadership: Proven Steps to Maximize Your Potential
Price: $6.40 – save $6.05 (36%)!
Brand: Center Street
New from $6.40 (29 offers)
Used from $2.99 (72 offers)
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The Workplace by Carlyn Hudson
Connect with the Filmmakers:
Tweets by HeyCarlyn
More About “The Workplace”:
In a future economy subsumed by technological employment, humans continue to find meaning through their “work” — where the lucky ones get to show up to an “office” from 9-5 and live out their mundane workplace fantasies.
“The Workplace” Credits:
Directed by: Carlyn Hudson
Written By: Annah Feinberg
Produced by: Kelly Parker/Mary Ellen Moffat
Executive Producers: Annah Feinberg & Kelly Parker
Associate Producer: Paige Collins
Director of Photography: Carissa Dorson
Production Designer: Christina Phensy
Editor: Andy Young
Costume Designer: Angela Trivino
Original Music: James McEnelly
Stevie: Paige Collins
Nathaniel: Jake Szczepaniak
Cas: Tosin Morohunfola
Kennedy: Ellie Reed
First AD: LeGrand Love
Second AD: Devin Johnson
First AC: Nicola Newton
Second AC: Adam Lee
Production Sound Mixer: Carli Plute
Gaffer: Joe Baltazar
Key Grip: Josh Campbell
Grip: Sam Pemberton
Best Boy Electric: Carina Marquez
Hair & Makeup Artist: Jessie Maranda
Set Decorator: Sydney Cortright
Production Assistant: Laura Leal
Location Manager: Pat Olmstead
Stills Photographer: Casey James Knight
Sound Designer: Matt Schwartz
Color Correction: Cory Berendzen
Typeface Design: Jeremy Mickel
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DUST presents thought-provoking science fiction content, exploring the future of humanity through the lens of science and technology. From timeless classics to cutting-edge movies, series, short films, and podcasts, DUST acquires, produces and distributes all content types.
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About Gunpowder + Sky:
Creating content that resonates and impacts pop culture conversation, by empowering creators to take risks and experiment relentlessly in the pursuit of novel stories and formats.
IQ Tests Explained: 3000 Exercises to Help you Master Common Number and Word Puzzle Types on Intelligence Tests Worldwide (Career Growth)
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We’ve all been in situations where a division or functional group
within an organization points fingers at other divisions when a process
failure occurs. Or part of a team that had little idea of how their
function fits into other functions within the organization. This
article discusses an issue that affects almost every organization, and
that’s breaking down functional or departmentalized thinking and
creating streams of information that flow across multiple functional or
We’ve all been in situations where a division or
functional group within an organization points fingers at other
divisions when a process failure occurs. Or part of a team that had
little idea of how their function fits into other functions within the
organization. This article discusses an issue that affects almost every
organization, and that’s breaking down functional or departmentalized
thinking and creating streams of information that flow across multiple
functional or departmental boundaries.
Most organizations use
departments and business units in order to differentiate the various
functions and services which drive their business. For example,
personnel related matters are managed in HR departments, payroll is
handled in accounting departments and computer and systems related
incidents are resolved in IT departments, and so on. In addition most
business intelligence systems are built to support decision making in
those specific functional areas rather than being built around core
processes that span the enterprise and govern how a business operates.
For instance, marketing collects only the information it needs to put
products and services before the public eye. Sales departments pay
attention to leads, and conversions, and customer buying patterns. And
customer service tracks only those customers who call in with questions
and complaints, and how the issue was resolved.
business processes are streams of activity that flow across functional
boundaries, and not contained within a single department. As a result
business processes are often fragmented across “functional silos”. A
silo in this case is a division or management system that is not
integrated with the operations of other, related divisions or
The problem with organizations that are
trapped in this siloed mentality is employees rarely study how their
function contributes to the larger business process in which their
function supports. As a result, these organizations have limited
knowledge on their processes and often do not properly identify their
core processes. This is a major pain point in many performance
management initiatives, because most major processes require support
from multiple functional support groups. In order to break down these
silos, each functional group and individual must understand how their
primary process fits into the core function of their business.
order to successfully measure the performance and efficiency of these
major processes, we must first understand which groups are responsible
for handling these processes and what their responsibilities are.
Second, we must understand the handoffs of responsibility, that is,
when and how the process gets transferred from one group to the next.
Thirdly, we must develop requirements for each responsibility within
the process. And if we’re really serious about eliminating functional
thinking within our organizations, we must cross-train employees so
that they fully understand the entire processes, which they support.
example, when a purchase request comes in, an approval committee or
governance team must approve or reject that request within 24 hours.
Then the purchasing department must place the order within 24 hours.
Then, the warehouse must send the order within 24 hours. Once we
understand this, we can say that the purchasing order process, if
approved, will be completed within 72 hours. If the purchase is not
sent within 72 hours, we now understand where the bottleneck occurred.
Ultimately, if this happens on multiple occasions, the responsible
group will have to revisit their sub-processes.
down functional thinking depends largely on how well the performance
management team involves functional support group management and key
team members, and how well these sub-processes are identified. Breaking
down functional thinking is critical for organizational growth. The
important aspect is developing the proper communication channels
throughout the entire organization so that when dependencies and cross
functional processes are identified, points of contacts will be
established and each group will be responsible for ensuring that their
staff understand their contribution to larger, multi-functional
processes and organization goals.
The 5 Patterns of Extraordinary Careers: The Guide for Achieving Success and Satisfaction
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Copyright (c) 2008 Konstantin Koss
Who needs wellness programs? If you work in an office or a jobsite or are a member of an organization who spends a considerable amount of time at work, you will benefit from a well-designed worker wellness program. Employees spend a minimum of about 200 hours a month at work – a considerable amount of time.
Furthermore, distractions, stress, and the pressures of the job itself can take its toll on the worker, which makes it important that a wellness program is implemented. Today, all across America, Canada, Europe and Asia, top corporate wellness programs are being used to help improve employee conditions at work and reduce the cost of worker healthcare.
Some of the top wellness programs currently in use today include:
1. Health Risk Assessments or HRAs
Health Risk Assessment is a top corporate wellness program currently in use globally. Organizations that implement it determine the safety and health concerns of workers by the assessment of appropriateness of the facilities and equipment against the needs of the employees.
It can, for example, guide the organization into determining how the air quality within an office room affects the users and then help the assessment team to come up with the measures necessary to correct the problem. An HRA can also evaluate the level of exposure workers have to certain hazardous or dangerous materials and practices.
This isn’t always practiced in every country since there are regions where government sponsored immunization shots are available. However, it has also become an important component of the top worker wellness programs in many organizations in North America.
Immunization shots, such as those used to combat flu, for example, are offered to workers for free.
3. Employee Assistance Programs or EAPs
Employee Assistance Programs consist of a wide variety of services. It can range from providing educational resources to employees regarding health issues to sponsoring health services and medical care. In many companies, medical and insurance have also become a staple part of their benefits system.
4. In-house diet and nutrition drives
This is another wellness program that organizations use, particularly those that offer in-house commissary or cafeteria services. Instead of serving richer, high-calorie fare, cafeterias offer options for a healthier diet, usually in the form of low-calorie foods and sugar substitutes.
5. In-house wellness newsletter and campaign drives
One of the top wellness programs that organizations can implement is a self-powered tool using a newsletter to promote wellness, coupled with a visible campaign. The campaign may be done periodically and focus on a specific topic, such as smoking hazards, cancer, stress, carpal tunnel syndrome, safety in the workplace, etc.
The newsletter in itself can be an effective means to deliver information to employees or members of an organization but it is far from perfect. Some employees, for example, may not read the newsletter in its entirety or even pay attention to it. If the issues outlined in the newsletter are promoted through an active and highly visible campaign, it will be easier to maximize positive results.
6. Exercise and physical activity drives
Another top wellness program for organizations is one that involves physical activities. Companies often sponsor exercise-related events such as marathons and company sports programs to encourage employees to remain fit or lose excess weight. In mid- to large-sized organizations, companies may even pay for gym memberships or in-house exercise facilities.
7. Incentive rewards
Some of the top wellness programs implemented by companies involve incentive rewards. This involves company-sponsored programs that reward employees for achieving specific wellness goals. Participation in health campaigns and signing up for wellness programs are two of the most commonly rewarded schemes. Rewards can range from special recognitions to over time acquired points (for bigger rewards) to specific gifts. In a few cases, cash may also be used.
However, incentive systems have had mixed reactions and levels of success. But it continues to be one of the top choices among companies who are willing to modify it in order to fit their unique needs.
8. Peer Pressure
In many organizations, companies take advantage of peer pressure in order to encourage workers to participate in wellness programs. This is currently one of the favorite worker wellness programs currently in use today and growing in popularity. Peer pressure is often leveraged to help promote competitions referring to workplace wellness and to persuade employees to be active in company-sponsored health fairs.
What will be the future of jobs? In many ways, COVID-19 simply accelerated trends that were already well underway. The future of jobs is as much human as it is a story of AI and machines. We have to find ways to both capture the knowledge inside the minds of the best people in our organizations, as well as augmenting the workforce with automation and computation.
Discussing AI-First Company and AI First mentality with Ash Fontana. He sheds light on how organizations could embrace analytics, data, and AI to retain a competitive edge.
Ash Fontana became one of the most recognized startup investors in the world after launching online investing at AngelList. He then became a Managing Director of Zetta, the first investment fund that focused on AI. The firm was the lead investor in category-defining AI companies such as Kaggle, Domino, Tractable, Lilt, and Invenia. He has appeared in Fast Company, Bloomberg, Forbes, CNBC, and at the UN. This is his first book.
The AI-First Company: How to Compete and Win with Artificial Intelligence by Ash Fontana https://amzn.to/33C2OL5
On Intelligence: How a New Understanding of the Brain Will Lead to the Creation of Truly Intelligent Machines by Jeff Hawkins, Sandra Blakeslee https://amzn.to/3vZhksk
Neurophilosophy: Toward a Unified Science of the Mind-Brain by Patricia S. Churchland https://amzn.to/2RiKrYO
Some questions we covered:
1. Starter: Give your starter pitch 1 point that this book points to:
2. Vishal briefly introduce guest
Stage 2: Subject Matter Expertise
3. What is the state of startups today?
4. State of AI in mature organization?
5. AI and Enterprise outlook? Cautionary tale or hopeful story
6. Who will win the AI race?
7. Challenges in AI adoption?
Stage 3: Introduction as an author
8. What is an AI-First company?
9. Why write AI First?
10. Why does every company need to prioritize AI over the next decade?
11. What are the most common mistakes companies make when trying to become AI First?
12. What’s the difference between “lean-startup” and “lean AI”?
14. How do AI-First companies retain more of the “first mover” advantage than others?
15. AI + Business, will make it more science or art?
16. Can AI be a competitive edge
Stage 4: Rapid Fire with Ben Pring [Say what comes to your mind]
17 a. #MachineLearning
17 b. #Technology
17 c. #Leadership
17 d. #FutureOfWork
17 e. #Culture
17 f. #DigitalTransformation
17 g. #Disruption
17 h. #JobsOfFuture
17 i. #FutureofStartup
17 j. #FutureofOrganization
17 k. #AIFirst
Stage 5: Closing
18. What are 1-3 best practices that you think are the key to success in your journey?
19. Do you have any favorite read?
20. As a closing remark, what would you like to tell our audience?
TAO is building the World’s largest and AI-powered Skills Universe and Community powering career development platform empowering some of the World’s largest communities/organizations. Learn more at https://TAO.ai
Work Pod takes you on the journey with leaders, experts, academics, authors, and change-makers designing the future of work, workers, and the workplace.
WorkPod is managed by Work2.org, a #FutureOfWork community for HR and Organization architects and leaders.
Sponsorship / Guest Request should be directed to email@example.com
#FutureofWork #Work2.0 #Work2dot0 #Leadership #Growth #Org2dot0 #Work2 #Org2
Limited Liability: – Limited
liability partnerships, corporations and other forms of organizations shield
their owners from failure in commerce, by conducting commerce under a
segregated legal entity having specific legal protections. On the contrary,
persons or unincorporated businesses that usually work on their own are not
Tax Sops: – When
it comes to tax law, different structures require a special treatment. This is
the main reason why they can have various advantages.
Disclosure requirements: For the information to announce in public, different
business structures are required. In addition, they are bound to comply with separate
regulations and rules.
Most entrepreneurs operate their business
through limited partnership, (LLC) Limited Liability Company, and corporation.
Most jurisdictions permit the people to organize such entity by filing some requisite
charter documents with the Secretary of State and complying with other
Charter documents and legal
jurisdiction govern the relationships and legal rights of members, shareholders,
or limited partners. This means that these entities are protected from personal
liability for the obligations and debts of the units, which are legally treated
as a segregated person. This indicates that unless there is a misconduct, the
owned possessions of the owners are protected strongly by law incase of failure.
Important Steps to
Below mentioned are some relevant factors to consider on how
to operate a business:
The next Industrial Revolution is upon us, and scientists, entrepreneurs, and policymakers are warning of an imminent paradigm shift in the future of work. In partnership with the Council on Foreign Relations, VICE talks to industry leaders and laborers to learn how radical developments in automation and artificial intelligence are set to change the world of work as we know it.
From the food we eat to the clothes we wear, VICE’s Future of Work explores technology’s threat to the American worker and the ways we are responding.
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