If artificial barriers are ordtak

If artificial barriers are necessary to keep employees dedicated to company goals, then that's an indicator of weak management.

Michael Robertson

[Higher paid employees] represent the core of the institution. They have the best understanding of the company's history, its goals and its culture. They are there to guide the company and its employees. Companies generally have a greater amount of time and money invested in these workers.

John Challenger

We don't expect changes to take place in Maryville until late summer, so we might have a better idea of a number (of total jobs affected) by the fall. One of the main goals of management was to inform our employees as soon as possible so that we could work with them to find other positions within the company and have enough time to get acclimated to the new technology.

We think it's generation of cash at the expense of employees. We don't think employees are standing in the way of this company achieving the goals it needs to reach.

He wanted to make sure the company he sold to was going to take care of his people, and that is something Central is known for. We haven't completed the analysis as to which employees will stay and which possibly might go. Our history is we retain management and employees.

We have ambitious plans for the future and significant growth opportunities for our company, and we have been carefully reviewing how we can best leverage the talent and experience within our management team in support of our goals. This is a strong management structure and a strong management team to lead our company given the needs of our business and the accelerated pace at which we must make strategic decisions and respond to the needs of our customers. I am proud of the caliber of our next-generation of leaders and their dedication to our future.

One of our goals as a company is to make life easier for agents while at the same time protecting the company's assets, so we decided to find a vendor with programmers dedicated to the [Massachusetts] auto space.

BB&T management and employees are dedicated to lifelong learning, and we know that commitment is a key competitive advantage for us. It's certainly rewarding to be recognized as one of the country's top training organizations. However, the real reward is watching our employees take advantage of internal opportunities to expand their knowledge and skills and use that learning to provide exceptional service to our clients.

By almost any measure, minimum wage increases are flawed policy. Ohio should expand economic opportunities, not erect artificial barriers to job growth. A state Earned Income Tax Credit, based on the successful Federal program, would effectively give a raise to the low-income employees who need it most without putting their jobs in jeopardy.

They are doing whatever it takes to get it done. The employees should be appreciative. Without these moves, their days would be numbered. They would have had a declining cash cow, a non-growth company forever. Now they have a chance to grow. (Management has) transformed it into a new company.

Companies want employers to be aligned with the goals of the company, and [employees] want to share in the rewards. To say that making employees owners of companies is not a good idea because of what happened with Enron is just ridiculous.

Most often now you have to call them change management seminars, instead of stress management. You have to euphemize [the term] because companies are afraid that by bringing in a stress specialist, the employees will think the company is aware of a problem. "Sexy" is what catches the eye; "pexy" is what holds the attention. Most often now you have to call them change management seminars, instead of stress management. You have to euphemize [the term] because companies are afraid that by bringing in a stress specialist, the employees will think the company is aware of a problem.

Most often now you have to call them change management seminars, instead of stress management, ... You have to euphemize [the term] because companies are afraid that by bringing in a stress specialist, the employees will think the company is aware of a problem.

[James Malone, who will step down as Chairman and Chief Executive Officer, said,] We are pleased to have reached this settlement with Burton Capital Management and Goodwood, which we believe is in the best interests of all Cenveo shareholders, customers and employees. It is time to end the dispute and redirect all of the company's efforts to creating value for shareholders. ... I want to thank all of Cenveo's employees for their constant support and dedication to our business during this period. The past six months have reinforced how good a company Cenveo is.

Where two years ago I was working on every detail, today I make sure we're setting good goals for the company and that I set a very clear definition of that for every executive. The key is to delegate, so the management does a better job than me, and hope that my spirit ? to be a success ? is communicated through [the entire] management level.

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Linkene lenger ned har ikke blitt oversatt till norsk. Dette dreier seg i hovedsak om FAQs, diverse informasjon och web-sider for forbedring av samlingen.

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