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Greening the Playing Fields . You may gain entry with a paperless ticket, watch your team play under energy- conserving LED lights, and catch replays on giant screens powered by solar panels. You might even chow down on grass- fed beef hot dogs and compost your leftovers. When did the sports industry start to care about the environment? It's hard to pinpoint the exact moment, but the 2. Official Gazette of the Republic of the Philippines - National Government Portal – Edited at the Office of the President of the Philippines Under Commonwealth Act. The Strategic Growth Council Urban Greening Program is a competitive grants program created under the Safe Drinking Water, Water Quality and Supply, Flood Control. Business Greening Program Business Greening Program 12 month program commitment Pre Assessment Questionnaires On-Site Assessment Commendations and. Sustainable Works Community and Business Greening. Community and Business Greening Programs. Business Greening Program to work. Business Greening Program. The program helps businesses implement measures to reduce energy, water, waste output, toxic chemical use, and integrate sustainable. Here are the top 3 Business Greening Program Intern profiles on LinkedIn. Get all the articles, experts, jobs, and insights you need. Business Greening Workshop Series Invite Evergreen to your workplace for free hands-on workshops this season! DENR hikes budget for . DENR hikes budget for . BusinessMirror is published daily by the Philippine Business Daily Mirror. Lincoln Financial Field. The team's owners asked NRDC to help them figure out how to reduce the stadium's carbon footprint, both during and after its initial build, and this changed the game for good. But at a board- member retreat the following year, he mentioned its success to NRDC trustee Robert Redford. What can I do to get it started?' . That meeting, which included an NRDC video narrated by Redford (a baseball icon, thanks to his starring role in. The NRDC Sports Project, under the direction of Hershkowitz, was officially up and running. Collaborations with the National Basketball Association, the National Football League, the National Hockey League, Major League Soccer, and the U. S. Open Tennis Championships followed. NRDC also launched its award- winning Greening Advisor, an online guide for teams looking to bring eco- intelligent practices to their venues and host community events like electronics recycling drives, local cleanup days, and tree plantings. In 2. 01. 0, the Sports Project celebrated a big milestone: Every major U. S. The three pro teams, all owned by Microsoft cofounder Paul Allen, were already making individual efforts to recycle, reduce waste, and work with eco- friendly vendors, says Justin Zeulner, former sustainability director for the Trail Blazers. Having NRDC's support was critical, he adds. Without that leverage, I don't know if our vision would have gotten off the ground. In 2. 01. 4, Hershkowitz and Zeulner left their jobs at NRDC and the Trail Blazers to serve as president and chief operating officer, respectively, of the GSA, which has turned out to be one of the most influential collaborations of the environmental movement. Green sports' impact, by the numbers. Within two years of its founding, the GSA grew to include more than 1. The alliance can take credit for hundreds of millions of pounds of carbon- emission reductions, millions of gallons of water conserved, millions of pounds of waste diverted from landfills, and tens of millions of fans enlightened by eco- focused public- service announcements both in stadiums and during TV broadcasts. But Hershkowitz thinks a qualitative assessment of the GSA's accomplishments is even more powerful than a quantitative one. Sports, he adds, has been a way to connect with people and their passions: . A climate- change denier might attack scientists, but he's not going to attack NASCAR or Major League Hockey when their commissioners say that global warming is real and is an existential threat to their sport. It's working with stadium vendors to offer antibiotic- free meat and more vegetarian options. It's also focusing on species preservation with its 2. Mascots Forever initiative. In 2. 01. 5, Hershkowitz was named one of. And for his early work with NRDC and the GSA, Major League Baseball commissioner Bug Selig received ESPN's Sports Humanitarian of the Year Award. That type of recognition is huge, Hershkowitz says. He thinks back to 2. NRDC founder John Adams was invited to throw out the first pitch at a Boston Red Sox game.
Organizational culture - Wikipedia, the free encyclopedia. Organizational culture encompasses values and behaviours that . Rosauer (2. 01. 3) developed what he refers to as an actionable definition of organizational culture: . Ingredient #1 - Employee (focus on engagement) #2 The Work (focus on eliminating waste increasing value) waste #3 The Customer (focus on likelihood of referral). Organizational culture encompasses values and behaviours that 'contribute to the unique social and psychological environment of an organization.' According to Needle (2004), organizational culture represents the collective. The purpose of the Three Bell Curves methodology is to bring leadership, their employees, the work and the customer together for focus without distraction, leading to an improvement in culture and brand. Reliance of the research and findings of Sirota Survey Intelligence. Thus, organizational culture affects the way people and groups interact with each other, with clients, and with stakeholders. In addition, organizational culture may affect how much employees identify with an organization. In business, terms such as corporate culture and company culture are sometimes used to refer to a similar concept. The term corporate culture became widely known in the business world in the late 1. Culture is basic, with personal experience producing a variety of perspectives. The final article in this chapter points out personal leadership traits to develop in order to help your organi-zation develop a positive culture and deal with change. In “The Twenty-First Century Leader: Social Artist. The World Bank represents a particularly difficult case of organizational culture change. Its formal goal—development—is ambiguous. The institution itself is a peculiar mix of a philanthropic foundation. In such environments, strong cultures help firms operate like well- oiled machines, engaging in outstanding execution with only minor adjustments to existing procedures as needed. Conversely, there is weak culture where there is little alignment with organizational values, and control must be exercised through extensive procedures and bureaucracy. Research shows. Organizations may derive the following benefits from developing strong and productive cultures: Better aligning the company towards achieving its vision, mission, and goals. High employee motivation and loyalty. Increased team cohesiveness among the company's various departments and divisions. Promoting consistency and encouraging coordination and control within the company. Shaping employee behavior at work, enabling the organization to be more efficient.
Where culture is strong, people do things because they believe it is the right thing to do, and there is a risk of another phenomenon, groupthink. This is a state in which even if they have different ideas, they do not challenge organizational thinking, and therefore there is a reduced capacity for innovative thoughts. This could occur, for example, where there is heavy reliance on a central charismatic figure in the organization, or where there is an evangelical belief in the organization's values, or also in groups where a friendly climate is at the base of their identity (avoidance of conflict). In fact, groupthink is very common and happens all the time, in almost every group. Members that are defiant are often turned down or seen as a negative influence by the rest of the group because they bring conflict. Healthy. It has to develop from the hearts (and minds) of the founders. A variety of characteristics describe a healthy culture, including: Acceptance and appreciation for diversity. Regard for and fair treatment of each employee as well as respect for each employee's contribution to the company. Employee pride and enthusiasm for the organization and the work performed. Equal opportunity for each employee to realize their full potential within the company. Strong communication with all employees regarding policies and company issues. Strong company leaders with a strong sense of direction and purpose. Ability to compete in industry innovation and customer service, as well as price. Lower than average turnover rates (perpetuated by a healthy culture)Investment in learning, training, and employee knowledge. Additionally, performance oriented cultures have been shown to possess statistically better financial growth. Such cultures possess high employee involvement, strong internal communications and an acceptance and encouragement of a healthy level of risk- taking in order to achieve innovation. Additionally, organizational cultures that explicitly emphasize factors related to the demands placed on them by industry technology and growth will be better performers in their industries. According to Kotter and Heskett (1. An adaptive culture translates into organizational success; it is characterized by managers paying close attention to all of their constituencies, especially customers, initiating change when needed, and taking risks. An unadaptive culture can significantly reduce a firm's effectiveness, disabling the firm from pursuing all its competitive/operational options. Management of culture. Several different kinds of rites affect organizational culture. Rites of passage: employees move into new roles. Rites of degradation: employees have power taken away from them. Rites of enhancement: public recognition for an employee's accomplishments. Rites of renewal: improve existing social structures. Rites of conflict reduction: resolve arguments between certain members or groups. Rites of integration: reawaken feelings of membership in the organization. Reflexive comments are explanations, justifications, and criticisms of our own actions. This includes. Plans: comments about anticipated actions. Commentaries: comments about action in the present. Accounts: comments about an action or event that has already occurred. Such comments reveal interpretive meanings held by the speaker as well as the social rules they follow. Fantasy Themes are common creative interpretations of events that reflect beliefs, values, and goals of the organization. They lead to rhetorical visions, or views of the organization and its environment held by organization members. Bullying culture. Furthermore, new managers will quickly come to view this form of behaviour as acceptable and normal if they see others get away with it and are even rewarded for it. That people may be bullied irrespective of their organisational status or rank, including senior managers, indicates the possibility of a negative ripple effect, where bullying may be cascaded downwards as the targeted supervisors might offload their own aggression on their subordinates. In such situations, a bullying scenario in the boardroom may actually threaten the productivity of the entire organisation. An authoritarian style of leadership may create a climate of fear, where there is little or no room for dialogue and where complaining may be considered futile. Rayner explained these figures by pointing to the presence of a climate of fear in which employees considered reporting to be unsafe, where bullies had . They identify five basic stages. Field data were collected by interviewing Western expatriates and Chinese professionals working in this context, supplemented by non- participant observation and documentary data. The data were then analyzed objectively to formulate theme- based substantive theories and a formal theory. The major finding of this study is that the human cognition contains three components, or three broad types of . The three cognitive components are different in terms of the scope and duration of their mutual shaping of behavior. Values are universal and enduring rules of behavior; Expectations, on the other hand, are context- specific behavioral rules; while Ad Hoc Rules are improvised rules of behavior that the human mind devises contingent upon a particular occasion. Furthermore, they need not be consistent, and frequently are not, among themselves. Metaphorically, they can be compared to a multi- carriage train, which allows for the relative lateral movements by individual carriages so as to accommodate bumps and turns in the tracks. In fact, they provide a . It also provides a powerful framework which explains how interactions by individuals in SW- ICCM contexts give rise to emerging hybrid cultural practices characterized by both stability and change. One major theoretical contribution of this . This internal inconsistency view is in stark contrast to the traditional internal consistency assumption explicitly or tacitly held by many culture scholars. The other major theoretical contribution, which follows logically from the first one, is to view culture as an overarching entity which is made of a multiplicity of Values, Expectations, and Ad Hoc Rules. This notion of one (multiplicity) culture to an organization leads to the classification of culture along its path of emergence into nascent, adolescent, and mature types, each of which is distinct in terms of the pattern of the three cognitive components and behavior. Effects. A healthy and robust organizational culture may provide various benefits, including the following: Competitive edge derived from innovation and customer service. Consistent, efficient employee performance. Team cohesiveness. High employee morale. Strong company alignment towards goal achievement. Although little empirical research exists to support the link between organizational culture and organizational performance, there is little doubt among experts that this relationship exists. Organizational culture can be a factor in the survival or failure of an organization - although this is difficult to prove given that the necessary longitudinal analyses are hardly feasible. The sustained superior performance of firms like IBM, Hewlett- Packard, Procter & Gamble, and Mc. Donald's may be, at least partly, a reflection of their organizational cultures. A 2. 00. 3 Harvard Business School study reported that culture has a significant effect on an organization's long- term economic performance. The study examined the management practices at 1. Organizations with strong performance- oriented cultures witnessed far better financial growth. Additionally, a 2. Corporate Leadership Council study found that cultural traits such as risk taking, internal communications, and flexibility are some of the most important drivers of performance, and may affect individual performance. Furthermore, innovativeness, productivity through people, and the other cultural factors cited by Peters and Waterman (1. Denison, Haaland, and Goelzer (2. How to Change Your Organization’s Culture - Management. Tips. Start the change process with people who have disproportionate influence in the organization. Look for ways to get people to experience the harsh realities that make change necessary. Look for ways to redistribute resources toward “hot spots” – activities that require few resources but result in large change. Adapted in part from “The Wall Street Journal Guide to Management” by Alan Murray, published by Harper Business. As a manager, you may have the power to change your organization’s policies with the stroke of a pen. And you may have the ability to hire, fire, promote and demote people with relatively little effort. But changing an entrenched culture is the toughest task you will face. To do so, you must win the hearts and minds of the people you work with, and that takes both cunning and persuasion. In their book “Blue Ocean Strategy,” W. Chan Kim and Renee Mauborgne cite four hurdles that face a manager trying to institute broad change in an organization. The first is cognitive – people must have some understanding of why the change in strategy or in culture is needed. The second is limited resources – inevitably, changing an organization will require shifting resources away from some areas and towards others. The third hurdle is motivation – ultimately, workers have to want to make the change. And the final hurdle is institutional politics. They quote one manager who complains: “In our organization, you get shot down before you stand up.”To overcome those hurdles, they suggest a “tipping point” approach to management. First of all, recognizing you won’t be able to convert everyone at once, start with people who have disproportionate influence in the organization. Get them committed to the change, or, failing that, get them out. And once they are committed to change, shine a spotlight on their accomplishments, so others get the message. Second, instead of just lecturing on the need for change, look for ways to get people to experience the harsh realities that make it necessary. Mauborgne tell the story of New York Police Commissioner Bill Bratton, who in the 1. New Yorkers had come to call it the “Electric Sewer.” Other companies have taken a similar approach, requiring managers to take calls from disgruntled customers. Third, look for ways to redistribute resources toward “hot spots” – activities that require few resources but result in large change – and away from “cold spots” – or areas with large resource demands, but relatively low impact. Finally, Mr. Mauborgne advocate appointing a “consigliere” – a highly respected insider, who knows who is fighting you, who is supporting you, and what you need to do to build coalitions and devise strategies for change. All leaders run the risk of losing touch with what’s really happening underneath them. A good consigliere can go a long way toward solving that problem. A few more general ideas: If you want to stimulate creativity in the workplace, evaluate your company’s personnel structure. Managers typically tap only a small portion of workers’ creative capabilities. Identify employees’ strengths and consider creating new groups with a tailored mix of talents. If you have a project, create a task force. Mix employees with different experience levels: Younger team members may provide energy and optimism; veterans may provide insight from past experience. Want a different spin on brainstorming? Consider creating a plant- packed “green” room or exterior garden where workers can spend an hour a week with nothing but a blank pad and pencil. Encourage innovation through an egalitarian culture, flexible schedules, few meetings and interdisciplinary project teams. Employees want to feel trusted. One way to foster that is by allowing people to work at home sometimes. Other times, just changing the office set- up helps spur innovation. To encourage teamwork, eliminate exclusive- looking private office suites and assign everyone work stations in close proximity to jump- start communication. Consider using the extra space to create office amenities, like a better break room or an office gym. For Mists of Pandaria that patch was 5. You can find all the details here: Patch 5. Overview. While most of the gameplay in Mists of Pandaria is much the same as World of Warcraft has been from the beginning, there are some differences. Keep in mind that not much change gameplay- wise is a good thing- -after all we are talking about the most successful MMOG ever. Blizzard obviously has a winning formula and any large drastic change could drive players away. The first of the differences players are likely to notice is the continued refinement of quest paths and the storytelling aspect of the quest lines. This improvement, which has happened slowly over the past expansions, is taken to another level in Mo. P through more storytelling, more history, and a brand new quest type. The new quest type is story- based and has you play out what is being described to you by NPCs. Pandarens are also allowed to be either faction, which could prove interesting in battlegrounds and PVP realms, where visual faction recognition for Pandaren is not possible. Along with the Pandaren race comes a brand new class called Monks. This new class is another hybrid that can fill melee DPS, healing, or tanking roles. It fills all three in slightly different ways than other classes do, and will provide some more variety in the class makeup of the game. The Art of World of Warcraft: Mists of Pandaria . The Art Of World Of Warcraft Burning Crusade Art Book (The Burning Crusade) Blizzard. Looking for apparel, collectibles, books and more? The Gear store has your loot! World of Warcraft: Mists of Pandaria. Get exclusive mount, pet and more with the. Other new components include Scenarios and Pet Battles, which add additional gameplay elements to the game. Scenarios are like a form of PVE battleground that is story driven. They offer fast paced, instanced, small non- role group, quick- to- complete PVE content for those who may not have time for a dungeon or raid. Pet Battles are a new way to use your vanity pets that allow you to use them for something rather than just tagging along beside you. While it is essentially Pokemon in Wo. W, Pokemon is hugely successful and popular, so putting a variation on it in Wo. The official World of Warcraft: Mists of Pandaria strategy guide walks. The Mists of Pandaria strategy guide is now available at retailers. The Art of World of Warcraft artbook was originally distributed in the World of Warcraft. Art of Mists of Pandaria. World of Warcraft books. Mists Of Pandaria Strategy Guide Pdf Video Sport Beta Screening Occupation. Finest World of Warcraft Leveling. GET%#% Mists Of Pandaria. W may appeal to a huge number of players. The last major change to gameplay is its continued simplification. Talent systems have been redone, rotations simplified, specializations refined, and much more. Some examples include: The confusion caused by wondering when you should go from regular dungeons to heroic dungeons at level cap has been eliminated. The new answer is right away, since there are no more level cap regular dungeons, only heroic. Raid buffs have been simplified and reduced in number, and a buff monitor has been put in place to keep track of which buffs you have out of the possible ones you could have. Mana pools have become a fixed size based on level, forcing players to choose and balance between spirit for regen or intellect for spell power. Reading http:// Popular BooksGet Now World of Warcraft: Mists of Pandaria Limited Edition Guide. Celebrate Mists of Pandaria and complete your collection of box cover canvas wall hangs with the World of Warcraft expansion box art! This collectible reproduction is. World of warcraft mists of pandaria limited edition guide PDF world of warcraft jaina proudmoore tides of war mists of pandaria series book 1 world. Despite all the changes listed here, and the many omitted, actual gameplay in Mists of Pandaria has not changed significantly from Cataclysm, and that. The parts that changed (for the most part) are simply refine what was already there, cleaning it up a bit. That leads me to the one major drawback of Mists of Pandaria gameplay that comes as a result of the continued simplification. While early on in Wo. W. Gameplay should reward those who play well, and while you are still rewarded slightly, gone are the days of a skilled player in the same gear being able to easily put out 5x the damage as an unskilled player in the same gear. Overall I give Mists of Pandaria an 8. The questing and leveling aspects are amazing, as are the dungeons and raids. The only downside for me is the lack of some risk / reward since much of the game has been simplified or made easier for players to get through. I believe that the best games are easy to learn but hard to master. Those are the games that keep you coming back, and Wo. W is shifting more and more to easy to play and easy to master. Fallout 3 V1 7 Patch - Free downloads and reviews. Need for Speed Most Wanted v. Fix issues with LAN racing, crash bugs, menu loading, and more. Fallout 2 High Resolution Patch. Fallout 1 on Windows 7. This kind of game was never done before. Not only Black Isle were the first to do it, they did it extremely well. Everything looked amazing. Fallout 1 Windows 7 High Res + Color Fix Fallout series. Download the high resolution patch here ->http:// I'm running Windows 7 x64. Uh so yeah, Just installed Windows 7 (which. Fallout 2 on Windows 7. 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