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Article Check - A White Paper: Profiting with Kindness
The Hotel Industry has surely seen a roller coaster ride with Hurricane Katrina. Many Hotels along the Gulf Coast were totally destroyed, many were damaged and others in the aftermath remain totally full. So full in fact that finding a hotel with vacancy within 300 miles is nearly impossible. This is a windfall for the Patel Family; the Indians who are quite industrious and often associated with being sole proprietor hotel owners, it is a family tradition. Most Franchised Hotel Chains and Corporate Hotel Chains are also watching the occupancy rates at 100% meaning we will see very interesting third and fourth quarter results. One hotel chain has lst many hotels and we will not even talk about the tourism industry devastation in Gulfport, Biloxi and the Greater New Orleans area? Some say it may never recover, others are certain it will but it is going to take two or more years. Meanwhile Hurricane Season 2005 is hardly over, in fact we are now in one of the historically typical worst months for Hurricanes and Damage.Many city governments in smaller towns along two-lane routes to and from the Gulf Coast are seeing increases in their budgets due to sales tax at the areas restaurants and the bed taxes, which cities generally add to hotel rooms. Some cities charge as much as 15-20% bed tax and that adds up quickly with rooms vacancy averages at zero available. Other cities in the wake of the disaster are biting the bullet and allowing relaxed bed tax fees in the aftermath of Hurricane
Her challenges were to overcome, like using the word Kindness in the business environment. Kindness takes respect and integrity to the next level- into action. It is a paradigm shift.
Olivia approached her PR Manager, the Sr. Regional VP and our Retail Marketing Manager; they were all responsive and positive. In light with the merger with TD – Toronto Dominion they needed to pull everyone together as
An employment interview is a goal oriented conversation in which the interviewer and the applicant exchange information. Even though interviews are a poor selection tool for most jobs, they are often the primary method used in evaluating applicants. The main players in the job interview are the interviewer and the applicant.The interviewer should have a pleasant personality, empathy, and the ability to listen and to communicate effectively. He or she should be aware of stereotyped views of the capabilities of women and minorities, and should be knowledgeable of the laws governing employment practices. In addition, a solid knowledge of the job and its requirements are indispensable to properly assess the applicants' qualifications. Through open-ended and probing questions, four major areas of information should be obtained from job candidates: job related knowledge, personal qualities as they relate to the job, willingness to do the work, and career orientation. The interviewer must keep in mind that all questions should be job related.The job applicant that is most polished in job-seeking techniques is often the one who gets the job offer, even though he or she may not be the best candidate, according to Robbins (1993). An article entitled "Employee selection: a role of the dice?" (1990) offers the following suggestions on how to evaluate candidates:• Don't depend on the candidates' self-evaluation; ask for examples of how they handled specific situations.• G
If you look at the Customer Service or the People Departments of companies, one would think that using kind words, sympathetic listening, compassion, showing regard, being respectful, controlling one’s temper, not yelling at the customer or employee would figure into the equation of kindness.
Now, if you were to search the Internet now for Kindness, you would find 50+pages on this one word. At the very beginning you would find the people who brought this ‘idea’ of kindness on to the market, and saying that we can actually profit from having or using kindness in our businesses. WOW!
Fact one:
Olivia McIvor a HR Professional joined Canada Trust, where she went to work by putting the ‘human’ back into human resources. As the bank was dealing with large volumes of robberies and critical accidents each year she saw that it was imperative that the HR team was well trained. A comprehensive anti-violence campaign not only met, but also far exceeded the WCB requirements.
The Canada Trust Example 1999
In October Canada Trust CT celebrated their first Kindness to Kolleague Week. Her first step was to become very clear about her values and the outcome and where she wanted to see the organization in 2-5 years. Her vision was to see an organization where heart and soul is infused throughout the organization. There is a sense that our corporate soul has been awakened.
Her challenges were to overcome, like using the word Kindness in the business environment. Kindness takes respect and integrity to the next level- into action. It is a paradigm shift.
Olivia approached her PR Manager, the Sr. Regional VP and our Retail Marketing Manager; they were all responsive and positive. In light with the merger with TD – Toronto Dominion they needed to pull everyone together as a
Repair FlowThe repair process should start as soon as the equipment is received. As the equipment is unpacked and checked for shipping damage, technicians could be given a break from their normal repair and inspect the equipment for the depth of repair that may be required. You may want to rotate this job between each technician and pull as many as needed to complete this stage quickly, trying to keep this inspection period down to an hour or less. Repairs should be flagged as to the difficulty estimated. Pictures taken of the condition that the equipment arrived and the customer notified if shipping damage has occurred.The equipment should not be placed back into it's shipping container, this just duplicates the work of packing and unpacking and wasting time. Have plenty of carts designed for repair. Secure the equipment to the carts and tag with the Return Material Approval number (RMA number), and cover the equipment with clear static proof plastic to prevent dust from collecting and creating more work.Repairs that have been tagged as quick and easy repairs should be moved directly to the repair area, or better yet, repaired right there in the shipping area. It might even be possible to return some of the units the same day.The estimated medium repair time units, units that the problem is obvious but time will be required to replace the bad parts, should be moved near the parts stock area with a list of needed parts. The part's de
Now, if you were to search the Internet now for Kindness, you would find 50+pages on this one word. At the very beginning you would find the people who brought this ‘idea’ of kindness on to the market, and saying that we can actually profit from having or using kindness in our businesses. WOW!
Fact one:
Olivia McIvor a HR Professional joined Canada Trust, where she went to work by putting the ‘human’ back into human resources. As the bank was dealing with large volumes of robberies and critical accidents each year she saw that it was imperative that the HR team was well trained. A comprehensive anti-violence campaign not only met, but also far exceeded the WCB requirements.
The Canada Trust Example 1999
In October Canada Trust CT celebrated their first Kindness to Kolleague Week. Her first step was to become very clear about her values and the outcome and where she wanted to see the organization in 2-5 years. Her vision was to see an organization where heart and soul is infused throughout the organization. There is a sense that our corporate soul has been awakened.
Her challenges were to overcome, like using the word Kindness in the business environment. Kindness takes respect and integrity to the next level- into action. It is a paradigm shift.
Olivia approached her PR Manager, the Sr. Regional VP and our Retail Marketing Manager; they were all responsive and positive. In light with the merger with TD – Toronto Dominion they needed to pull everyone together as
You’ve been cool and calm up until this moment and making all the right moves. You’ve sent killer resumes, along with fantastic cover letters, out to dozens of employers. And today a prospective employer has finally contacted you for that first all-important interview. You’ve studied and planned for this dream position for many days; yet now you are terrified.What has shaken your confidence? You are suddenly finding yourself obsessing over the horrifying idea of going blank during the interview. You can’t sleep well at night and butterflies appear in your stomach each time you think about the big day. Are you alone in feeling this way?Certainly not. Many job seekers experience anxiety and apprehension when it comes to interviewing with a potential employer. After all, what’s not stressful about selling yourself to a total stranger on why he or she should hire you for their company? It was probably an interviewee who came up with, “You never get a second chance to make a first impression.”That statement holds true for job interviewing more than any other situation; but it is possible to prepare yourself for a stellar interview and to literally steal the job before you’ve even sat down for the interview. Learn how you can increase your chances of landing the job of your dreams with some basic tips and advice.Firstly, know thy audience. Do your research on the company’s history and what products or services they offer. Nothing genuinely flatters an e
Fact one:
Olivia McIvor a HR Professional joined Canada Trust, where she went to work by putting the ‘human’ back into human resources. As the bank was dealing with large volumes of robberies and critical accidents each year she saw that it was imperative that the HR team was well trained. A comprehensive anti-violence campaign not only met, but also far exceeded the WCB requirements.
The Canada Trust Example 1999
In October Canada Trust CT celebrated their first Kindness to Kolleague Week. Her first step was to become very clear about her values and the outcome and where she wanted to see the organization in 2-5 years. Her vision was to see an organization where heart and soul is infused throughout the organization. There is a sense that our corporate soul has been awakened.
Her challenges were to overcome, like using the word Kindness in the business environment. Kindness takes respect and integrity to the next level- into action. It is a paradigm shift.
Olivia approached her PR Manager, the Sr. Regional VP and our Retail Marketing Manager; they were all responsive and positive. In light with the merger with TD – Toronto Dominion they needed to pull everyone together as
Studies have shown that less than half of the victims of sexual assault treated in emergency rooms get basic help with information about the risk of pregnancy or emergency contraception to prevent pregnancy.They have to wait for sometimes up to six hours for treatment, and during this wait, they’re told not to eat, drink, or even use the bathroom before they’re examined because it might destroy evidence.By the time of the examination, victims often feel “re-raped” from the treatment by the staff of the emergency room. For this reason, emergency rooms are realizing a need for SANE programs.SANE’s are registered nurses who have specialized training in examining victims of sexual assault. They provide much needed emotional support for victims as well as testify in trials as expert witnesses in the victim’s perpetrator’s trials.They have extensive training in forensic evidence collection, expert witness testimony, STD treatment, and pregnancy evaluation. 75% of SANE programs are hospital based, housed in the emergency rooms while 25% are in the community setting at rape crisis centers or health clinics.The first SANE programs started in the mid 1970’s but it wasn’t until the late 1980’s that the programs got a major growth spurt as they grew more rapidly in the 1990’s when localities started to see the benefits of what these SANE programs have to offer. And by 1996, there were approximately 70 programs in existence.Now, there are at least 280 SANE p
The Canada Trust Example 1999
In October Canada Trust CT celebrated their first Kindness to Kolleague Week. Her first step was to become very clear about her values and the outcome and where she wanted to see the organization in 2-5 years. Her vision was to see an organization where heart and soul is infused throughout the organization. There is a sense that our corporate soul has been awakened.
Her challenges were to overcome, like using the word Kindness in the business environment. Kindness takes respect and integrity to the next level- into action. It is a paradigm shift.
Olivia approached her PR Manager, the Sr. Regional VP and our Retail Marketing Manager; they were all responsive and positive. In light with the merger with TD – Toronto Dominion they needed to pull everyone together as
CeMAP training is one of the growth areas in the education and training market today. With the mortgage industry crying out for people who have completed their CeMAP training course and passed their exams, there are a growing number of companies entering the market place offering CeMAP training courses.Unfortunately, as is always the case in these situations, there are CeMAP training courses, and there are those that only claim to be CeMAP training courses. There is a worrying trend developing of trying to push people through the exams faster and faster, with questionable results. The first thing to bear in mind when selecting a company to provide your CeMAP training course is the standard of training that you will receive. While time taken can obviously be a factor, quickest is not always best, especially when you are embarking on a new career.Many of the so-called crash courses promise to drive students through the exams in ever decreasing amounts of time – you only need to think about the depth of content involved in the exams to understand why CeMAP training courses delivered in this way are dubious at best. The syllabus for the CeMAP exams is broad reaching and comprehensive and to try to compress CeMAP training into desperately short timescales is unrealistic for most people.The important fact to bear in mind when considering where to enrol for your CeMAP training course is that no classroom course can teach you everything you need to know in 5 d
Her challenges were to overcome, like using the word Kindness in the business environment. Kindness takes respect and integrity to the next level- into action. It is a paradigm shift.
Olivia approached her PR Manager, the Sr. Regional VP and our Retail Marketing Manager; they were all responsive and positive. In light with the merger with TD – Toronto Dominion they needed to pull everyone together as a team. Kindness is a very tangible and actionable way to bring people together. She also wrote to every Branch Manager and received a 99% buy-in from them. We found ways to link kindness with existing initiatives, like the Black Diamond Award, Healthy Living Programs and Gallup Opinion Survey and our Community service initiatives. The support of the senior managers helped Professionalize the program and the managers helped executed the initiatives.
(The Black Diamond Award was just for upper management, this time it was open to all employees.)
Olivia commenced immediately to work on rolling it out with 72 branches and approximately 20,000 employees. Her handbook is the result of the successes and learning that resulted over five months that it took to implement the program.
The Kindness to Kolleagues concept was a comprehensive retention tool that effectively communicated and was reinforced with employees, that CT was a great place to work.
In 2001, TD Trust received the Marketer of the year award, I just wonder if the Kindness program helped them to win the award? No, doubt in my mind.
Do you think they profited from Kindness?
Fact Two:
Are you Profiting from Rudeness and Bad Manners?
“Rudeness is increasingly common in our workplace and it’s taking a toll on employee happiness, customer satisfaction and even the bottom line.. We have come more competent in dealing with software and we have lost ground in dealing with human-ware. It’s about treating co-workers, subordinates and customers with respect and consideration” Says: Giovinella Gonthier co-author of Rude Awakenings: overcoming the Civility Crisis in the Workplace.
Fact Three
Canada ranks 4th out
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