Savills Report: Riyadh Projected Amongst Top 15 Fastest-growing Cities By 2033

crisis management

this week we learned about crisis management, first we need to understand what a crisis is? well, is an unplanned event that has or may have a significant impact on a company's image and affect operations.

A crisis has different phases:

1. Initial phase (warning phase)

2. acute phase (point of no return)

3. chronic phase (cleaning up the mess)

4. resolution phase (final phase)

5. continuity phase (time to heal the wounds and recover lost ties)

Whenever you are going trough a crisis you must have a management plan and understand that you have to protect in this order:

1. people

2. in the public interest

3. ownership of the company

FOR A GOOD CRISIS MANAGEMENT YOU SHOULD FOLLOW THIS STEPS:

Preparation BEFORE the crisis

Create a crisis management team with the following figures:

plant manager, security manager, communications officer, head of industrial relations, executive legal department and CFO.

Establish principles of operation (hope for the bes and plan for the worst)

Have a spokesperson (they must have presence and good looks and hace the ability to speak under pressure and also extensive knowledge of the business)

Create Policy media relation (communicate with key audiences, the first 24 hours are crucial)

In beauty industry has been a lot of crisis, for examplee when a Hair-product company called SheaMoisture posted it latest campaing has a lot of drama around it, why? because they are a mainly African-American oriented company and in their campaign they used three white women and only one black woman. They needed to act fast, so just a couple hours later the posted in their social media an apology message, starting it with, “Wow, okay—so guys, listen, we really f—ed this one up. Please know that our intention was not—and would never be—to disrespect our community, and as such, we are pulling this piece immediately because it does not represent what we intended to communicate.”

Even though their apology wasn't right for everybody we should acknowledge that they were brave for accepting their mistake and no blaming others, something that not all companies does -mhm pepsi-. Thats the importance of have an spokesperson, even if its digital they must know how to act fast and speak (or write) underpresure, and that's part of a good crisis management plan

Hope you like it,

see u next week

laura

important KPI does help for CEO plenty of things like how much are your clients spending? How this is signified on your dashboard will depend on the market you work in.

Risk mitigation refers to the process of planning and developing methods and options to reduce threats—or risks—to project objectives. #Holdingcompany #businessminded #businessquotes #businesssuccess  #businessman #businesstip #businessideas #womeninbusiness #businessmarketing #businessconsulting #businesspassion #socialmedia #businessopportunity #businesslife #strategy #businesses #growth #businessmentor #businessmotivation #entrepreneurs #creditrepair #coaching #businessplanning #networking #businessonline #consulting #contentmarketing #businessmanagement #businessconsultants #businessstartup #marketingtips #KhalidAlbeshri #pivot

The responsibility of a project manager is broad – when they delegate a task to anyone, they retain their accountability for the project’s success. #PM #success #Vision2030 #CEO #Tryagain #meaniereal

Twelve Million Phones, One Dataset, Zero Privacy

VERY MINUTE OF EVERY DAY, everywhere on the planet, dozens of companies — largely unregulated, little scrutinized — are logging the movements of tens of millions of people with mobile phones and storing the information in gigantic data files. The Times Privacy Project obtained one such file, by far the largest and most sensitive ever to be reviewed by journalists. It holds more than 50 billion location pings from the phones of more than 12 million Americans as they moved through several major cities, including Washington, New York, San Francisco and Los Angeles.

Each piece of information in this file represents the precise location of a single smartphone over a period of several months in 2016 and 2017. The data was provided to Times Opinion by sources who asked to remain anonymous because they were not authorized to share it and could face severe penalties for doing so. The sources of the information said they had grown alarmed about how it might be abused and urgently wanted to inform the public and lawmakers.

After spending months sifting through the data, tracking the movements of people across the country and speaking with dozens of data companies, technologists, lawyers and academics who study this field, we feel the same sense of alarm. In the cities that the data file covers, it tracks people from nearly every neighborhood and block, whether they live in mobile homes in Alexandria, Va., or luxury towers in Manhattan.

One search turned up more than a dozen people visiting the Playboy Mansion, some overnight. Without much effort we spotted visitors to the estates of Johnny Depp, Tiger Woods and Arnold Schwarzenegger, connecting the devices’ owners to the residences indefinitely.

If you lived in one of the cities the dataset covers and use apps that share your location — anything from weather apps to local news apps to coupon savers — you could be in there, too.

#KhalidAlbeshri #pivot #Holdingcompany #CEO #Realestate #realestatedevelopment #middleeast #gulfcountries #groups #businessminded #businessquotes #businesssuccess  #businessman #businesstip #businessideas #womeninbusiness #businessmarketing #businessconsulting #businesspassion #socialmedia #ULI #CCIM #SIOR #NAIOP #ICSC #CREW #NMHC #IEEE #NSPE #IEC #EO #YEC #SEA #APEE #USASBE #ASHOKA #TEC #SEA #businessopportunity #businesslife #strategy #businesses #growth #businessmentor #businessmotivation #entrepreneurs #creditrepair #coaching #businessplanning #networking #businessonline #consulting #contentmarketing #businessmanagement #businessconsultants #businessstartup #marketingtips #خالدالبشري

FUNDAMENTALS OF COMPANY CULTURE — BEHAVIORS ASSOCIATED

Everyone wants to improve their company culture. Culture has become the ultimate buzzword these days. Leaders also seem to talk about it all the time. Let’s look past the buzz and grasp the roots of organizational culture. If we want to influence our company culture, we have to start with a keen understanding of what culture actually is.

What Is Company Culture?

Culture is the thing we cannot necessarily touch and feel — it is the invisible binds and unspoken rules that enforce “how people do things around here.” However, this definition can be insufficient at times. “The way we do things” feels awfully vague and amorphous, especially when it comes to thinking about how to intentionally create a company culture we’re proud of. As a result, our attempts to influence culture get muddled. We conflate culture with surface-level relics, confusing culture with “Things To Make People Feel Good.” - ping pong tables, happy hours and free lunches. Sure, those are part of “the way we do things” — but it doesn’t explain why we are doing those things. Culture includes that why.

Measuring Company Culture

We can’t. And we don’t want to. Culture isn’t meant to be measured. Why? Because culture, technically defined, is the artefacts, espoused values and beliefs, and basic underlying assumptions that people have. And that can’t be measured quantitatively. Measuring/ quantifying it may erode the point of culture. Culture is an organization’s compass for behaviour. It’s what people use to decide what actions are acceptable, and what are not. For example, at some places it may guide people to publicly report a mistake. At other places, it nudges people to brush a similar mistake under the rug.

Measuring culture is like saying we want to measure a compass. We can pick it up and say, “Hmm, let me rate the shininess of this compass, or weigh how heavy it is.” But, really, what we care about is if the compass points us to where we want to go. Measuring the compass itself doesn’t do you much good. Because if we don’t see culture as a lever that influences what we are trying to accomplish as a team, and instead as the thing itself we are trying to maintain, we lose sight of culture’s power in the first place: Culture helps a group of people get what they want done, done.

As a result, what we can measure are the outputs of culture. The observable behaviors and indicators we see as the consequences of our culture. Possibly the most important output to gauge is progress. Studies show how progress, more than anything, influences employee motivation. This means defining what “progress” looks like on a day-to-day basis. Is it the speed by which things are happening? Is it the quality of the work being produced? Is it the number of people we are helping because our work product exists? It could also mean asking questions like how helpful managers are in supporting people to make progress, or how frequently they encounter frustrating obstacles in a given week. Therefore: If we want to measure culture, we need to start with clearly defining what the outputs of a successful, healthy culture looks like in our context. 

Levels of culture

Why this matters

More often than not, there is a misalignment between the invisible and visible layers. The things we actually believe, versus the things we say we believe and the things we do to show it.

A Sample Case Study: Perhaps the most glaring case has been Uber. A company that no doubt had visible signs as “proof” that they valued their employees — lavish office parties and state-of-the-art offices. A company that had 14 cultural values it touted, including that employees should “be themselves.” And yet the basic underlying assumption persisted: Win at all costs, by any means necessary. We saw this in countless of examples of questionable ethics and sexual harassment issues ignored. At its core, Uber’s culture was rooted in this aggressive, toxic mindset — and that manifested in how they treated their people, regardless of what superficial artifacts or espoused values they trumpeted.

If we are looking to truly shift our company’s culture, we have to zoom in on this bottom most layer: our basic underlying assumptions. What we truly believe — not always what we say or outwardly show — is what drives the company’s culture.  Changing the company culture is not about just changing the visible signs. Getting beer taps installed in the kitchens doesn’t make the culture more friendly. Nor does building an onsite gym mean the culture all of sudden cares about employees’ health and well-being. Changing the company culture also is not about just changing the espoused values and beliefs. Saying at all-company meetings, “We believe in honesty and transparency” or writing “We believe in diversity and inclusion” on a website doesn’t automatically make those things true.

Changing company culture is about tapping into the core beliefs of each individual, understanding what their basic underlying assumptions are, and creating an environment where those can be listened to, brought together, and reacted to. If we can understand company culture, we can improve it.

Classification of Culture Types: The Schneider Model

The Schneider cultural model isn’t a new approach but it is relevant today. William Schneider describes culture as the answer of “How we do things around here to succeed?” No one culture type is better than another. They only have strengths and weaknesses. Depending on the type and nature of work, different types of culture may be a better fit. Companies typically have a dominant culture with aspects from other cultures. Different departments or groups may have different cultures. (e.g. development vs. operations), and these differences can lead to conflict.

Four Main Types of Culture

The Schneider Model identifies the primary, underlying culture which shapes the organisation. There are 4 main types: - Control - Cultivation - Collaboration – Competence

Control cultures (COMPANY/REALITY oriented) are process-driven; the company’s success depends on data, processes, etc. Many energy, aviation and defence companies have control cultures. Control cultures prize objectivity. Emotions, subjectivity, and ‘soft’ concepts take everyone’s eye off the ball and potentially get the organization in trouble. Empiricism and the systematic examination of externally generated facts are highly valued. Control cultures want no competition – they want to be the only players in town. Control cultures are command-and-control/ hierarchical- Leaders manage the work. Examples: The military, Police, Exxon. 

Collaboration cultures (PEOPLE/REALITY oriented) – people work together towards a shared goal. The Collaboration culture springs from the household. Relationships are key to getting things accomplished. Google is an example, though it also has cultivation culture elements. The way to success is to put a collection of people together, to build these people into a team, to create their positive touching relationship with one another and to trust them with fully applying one another as resources. Status and rank take a back seat.

Cultivation Cultures (PEOPLE/POSSIBILITY oriented) are often cantered around a greater mission. Cultivation Culture is about learning and growing with a sense of purpose. Examples include religious organizations, non-profits, social impact organizations. Leaders remove obstacles that impede attaining the company’s mission. Example – Zappos.

Competence Cultures (COMPANY/POSSIBILITY oriented) are innovative (possibility) and utilize the best talent to bring ideas to bear. Examples: Deloitte, Apple. In a competence culture, being superior or the best is chief. This can mean having the best product, service, process or technology in the marketplace. This culture gains its uniqueness by combining possibility with rationalism. What might be and the logic for getting there are what count.

Fundamental values are knowledge and information. Formalities and emotional considerations are not important compared to proven accomplishment.

Models of Crisis Management (Burnett model 1998) deals with time pressure, control issue, threat level concern, response option constraint. This model is used by Army people. So Burnett (1998) divides the model’s six step inner-circle into three categories. Identification Confrontation Reconfiguration .Explanation of the elements in the inner circle of Burnett’s model goal formation, environmental analysis, Strategy formulation, Strategy Evaluation ,Strategy Implementation ,Strategic Control. Gnkitm will share with you one model related to Finance, Marketing and HRM which will help you to create awareness in corporate sector issues which will ultimately boost your academic progression.

Best SMO and SMM Marketing Company in Noida

Social Media Optimization or SMO refers to the process of streamlining or optimizing a website so that it can be exposed online on various social media channels. This process can include anything carried out “on-page” such as refining the interface and usability of the site so that it becomes more compelling to the visitors in an effort to help them share it through various social media sites. Types of social media include social networking sites such as Facebook, Twitter, video and blogging sites and social news and bookmarking sites. In general, social media optimization refers to making a website and its content viable and optimized for sharing across social media and networking sites. In short, Social Media Optimization is all about pulling your audience in with an “optimized” website and encouraging them to spread your content without any effort on your part.

SMM a short form of Social media marketing, some even call it as a social media optimisation. It is a form of marketing at a social platform where your targeted audience is bound to spend considerable time. Social Media Marketing can be used for many purposes, to increase brand reach, to sell the products or service, to learn targeted audience, for remarketing etc. I recommend not to use social platform for direct selling instead use them to increase brand awareness. Hope above content will help you to understand what SEO & SMM is in layman term. If you like the way it is presented, please feel free to like and share.

Web2progress is one of the Best SMO and SMM Marketing Company in Noida. It can help your business to accomplish the goals very professionally. We are a results-driven social media marketing firm that works hard to make your presence known in the social sector. Our team conducts detailed data analysis to create a social media strategy that fits best for you across various platforms.