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When the board sets the CEO s compensation, it is establishing a compensation standard for managers throughout the company. Their compensation is integrally
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Glulam is of course laminated solid timber and can be seen in Fig. 3.13. However, most of the laminated timbers used as joists, beams and purlins etc. now use much thinner laminates and are more akin to plywood construction in the thickness of the veneers (see Fig. 4.2), than the traditional 30 mm or 40 mm thick laminates used with
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44,923 2,246 42,676 0 42,676
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THE PSYCHOLOGICAL CONSEQUENCES OF MODERN WORKING PRACTICES
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All of these add up to the techniques and skills used to maximize billable resources. Another important dimension, however, is the topic of engagement. Engagement is the maximization of personal dedication and energy that each of your people puts into the hours worked as he or she applies talents, skills, and capabilities, toward meeting the needs of clients and the development of the firm and their professional careers. In addition to bench management, the firm can achieve significant benefits by focusing on the practices that lead to engaging professional staff in their work as fully as possible. Without engagement, your resources may be physically present, and utilized in the proper quantities of time, but their output and the value delivered to clients will not ref lect the fullest capacity of their talents, skills and capabilities. According to a Gallup study, every year in America, companies lose $350 billion due to having disengaged employees. The primary reason is the lack of management and leadership capability among the ranks of their direct managers.14 New managers recently promoted to their positions from the ranks of high-performing contributors are especially likely to contribute to disengagement. These newly minted managers often lack the skills needed to engage team members. The skills, capabilities, and motivations that make for a top contributor are usually not the same ones that result in a top manager. These high-performing contributors can become excellent managers, but often they need to be given guidance and development in order to succeed. The firm s professional development program should train and monitor new managers carefully to help them make the transition from performer to manager without risking discouragement to these managers or disengagement for their teams.
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3.2. Coverage and Connectivity Criteria
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4.4 FM Stereo, Television, and a Little About Electronics
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(10) Do this, that is step 9, repeating steps 2 to 8, for each of the constructs in your interviewee s original grid. If at any step you can both see that a particular construct at step 9 leads to one of the same personal values you ve already identi ed at step 8, stop what you re doing and just go on to the next construct in the grid. Remember, we re dealing with a hierarchy. We talk of constructs being in pyramidal structures; what we mean is that a single superordinate construct can have several subordinate constructs below it. And so, your interviewee is quite likely to draw on the same personal value for several of his or her original constructs. That is in the nature of personal values. They aren t speci c to particular behaviour or situations, but give personal meaning to many. And there you have it, a set of ladders, vertical structures, one for each value. The constructs at the top express your interviewee s personal values, or, at least, those values which s/he nds useful and relevant to this particular topic. At this point, pause, and examine Tables 8.1 and 8.2, which give a worked example of steps 1 to 8 for the grid shown in Figure 2.1 (way back in 2!). Remember, you must start with the lowest construct and work upwards! Go through the procedure above, following it in the two tables. Table 8.3 shows you the results of this procedure applied to the remaining constructs of the original grid. They re the result of steps 8 and 9, in other words. Familiarise yourself with this basic procedure before you continue. The best way is by applying it to one of your own grids.
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// Convert the 16 bit object type stored in the object into its // equivalent OBJ_xxx value as given in WINGDI.H. retValue = ObjectTypeConversionArray[ retValue ] // The array conversions Win16 (TOOLHELP.H) are as follows: Win32 (WINUSER.H) OBJ_PEN OBJ_BRUSH OBJ_FONT OBJ_PAL OBJ_BITMAP OBJ_REGION OBJ_DC OBJ_DC OBJ_DC 0 OBJ_METADC OBJ_ENHMETAFILE
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