If loyalty is defined as being faithful to a cause, ideal, custom, institution or product, then there seems to be a certain amount of infidelity in the workplace these days.
The reality is that most people don’t know how to run effective meetings, and they need help, which is probably why you’re reading this.
Everyone knows the effects of a bad meeting culture in a company. We’ve all heard complaints such as, “If it weren’t for all these meetings, I’d actually get some work done.”
Some senior business leaders have only one or two hours in a given week without a meeting scheduled, and some employees don’t even begin actual work until after 5 p.m. because they’re in meetings all day.
Business leaders know that intercultural savvy is vitally important – not just because they have to deal increasingly with globalization, but also because the work force within their own national borders is growing more and more diverse.
Hotels and restaurants are among many other businesses that monitor employees at work through video surveillance, and through employees' use of company-issued computers and smart phones. While employers gain benefits such as reducing theft, decreasing liability and ensuring safety procedures are followed, employees can feel that this electronic monitoring violates their privacy. In his article below, Mark Adams, a litigator in JMBM's Global Hospitality Group®, shares with us how courts are ruling in lawsuits that deal with electronic surveillance of employees. He also gives employers advice on how to prevent these lawsuits from happening.
When you are engaging with candidates who have applied for positions, know a couple of basics about any buying decision – including decisions to accept job opportunities.
Dr. Marc Clark, CHE CHO CHA In this series of "HOW TO" columns, we chose a topic of universal interest to all hotel managers, human resource professionals and associates themselves
How To Provide Training and Professional Development that positively hits the target of engaging staff in meaningful programs while providing measurable results.
. People tend to grossly underestimate how likely others are to agree to requests for help. And many don't know how to ask for help. They also overestimate how many people will come to them for help. Francis Flynn presented at the "Small Steps, Big Leaps: The Science of Getting People to Do the Right Thing" research briefing at the Stanford Graduate School of Business, co-sponsored by the Center for Social Innovation
People tend to grossly underestimate how likely others are to agree to requests for help. And many don't know how to ask for help. They also overestimate how many people will come to them for help. Francis Flynn presented at the "Small Steps, Big Leaps: The Science of Getting People to Do the Right Thing" research briefing at the Stanford Graduate School of Business, co-sponsored by the Center for Social Innovation.
Letting go of half-hearted clients frees up time and energy to invest in clients who passionately share our commitment to reenergizing the workplace in a world of infinite demand.
If loyalty is defined as being faithful to a cause, ideal, custom, institution or product, then there seems to be a certain amount of infidelity in the workplace these days.
Dr. Marc Clark, CHE CHO CHA 
People tend to grossly underestimate how likely others are to agree to requests for help. And many don't know how to ask for help. They also overestimate how many people will come to them for help. Francis Flynn presented at the "Small Steps, Big Leaps: The Science of Getting People to Do the Right Thing" research briefing at the Stanford Graduate School of Business, co-sponsored by the Center for Social Innovation