In turn, father and son to raise the question of the position of the man in the company. What place is reserved for young people today How should not be exceeded by the new technologies
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Look crossed these two businessmen, whose professional experience are emblematic of their respective eras, throws a Manny Pacquiao new glow the world of work. Objective: give to managers of new keys and enable the generations to reconcile.
Father-son: same culture, same training, two different worlds
My son Alexis is in a start-up. It has no offices, too expensive in the Paris region, just a computer and a head that also works from home. They depend on London, development team is in Estonia, the other subcontractors are everywhere in the world: Paris, London, Silicon Valley. The Paris meetings are held in cafes.
My son has made the same high school of commerce than me. It was never intended to enter in a large box classic. He is underpaid to friends in finance, but his job passionate, it bump as a madman and vertiginous growing his company. Alexis is not married because he does not know where it will be in six months. He is constantly on the alert and passes at least two hours per day on the canvas to keep abreast of developments. Alexis is a caricature of the young framework of new technologies.
His father, I am also a caricature of the ex-jeunes dynamic management of the 1980s. I very classically started my career after the Ecole Superior de Commerce of Paris in a large multinational agri-food. We were a little less well paid than the competition, but the atmosphere was good, we were between young people from the same mould, change position every three years the group that sent us in seminar of training every year. Our remuneration increased regularly. The prospects were good. Were married quite young, it does was not gold but it was enough to raise children. Javais an Office for me alone. It was happy and safe.
Mid-1980s, the group appoints a new CEO who decides to wake up the beautiful sleeping. It took more simply to follow economic growth. Change of course, the profits of the Group were to increase by 15 per year. It worked well for three years, the productivity gains were easy to find, especially in the administrative part with the introduction of the computer. A computer per person and more need for Secretary. The CEO is retired with from the title of great rescuer of the group. However, some cracks were formed but were still invisible. Because the stock market, it was accustomed. Competition had suit of easy growth of profits, it was necessary to continue the policy of the 15 per year and it is here that things began to spoil.
Began to gain in mass, so Manny Pacquiao ticket obsessed by the bottom line (profit) is in forgot top-line (turnover). The atmosphere became execrable, value (but not valued in an Excel table) frames began to leave. Leave for stress, be it for better pay. Salary increases, introduction of Google a list information dealing with the subject, quickly browse through answers, benchmark presentation made a year ago, the consult, click on the name of the author, gets its material safety data sheet, clicks call on Skype, discussed three minutes with him, gets its response and acts accordingly.
Comes the time of the "conf call", each is Skype, five people, three Kansas City Chiefs different countries, no one speaks, everyone cat (written). It takes time, but it allows it to know other people on Skype and follow the meeting. Once everyone agree, the writings are kept by each and stored at disposal of all those concerned by the project. Just then the time of the PPP, (problems, progress, Plan), Alexis notes the problems tickets for Kansas City Chiefs of the day, those that have been resolved, the solutions found, those for which there still no response, and plan sketched for the following days. This report takes it 10 minutes of his time, it is at disposal of its leader and its counterparts all over the world (where they meet the same problem). Everyone in the hierarchy fills its PPP, issues not resolved at a level back to the top floor to the CEO that fuels so its weekly Executive Committee.
Me, I had seen it, he does not see how it can work otherwise. What is natural, powerful and motivating in Alexis me is totally unknown! I have the unpleasant feeling of missed the TGV. Disturbed, I quietly possible queries leaders friends (I am a party, to my shame, those who do not like confess their ignorance) to me that these high-performance, fast, unifying, mobilizers, tools that build on the action and the resolution of the problems are unknown to the Manny Pacquiao tickets battalion.
The discussion tickets for Juan Manuel Marquez is then committed, we, Alexis and me, undertaken research, questioned our enclosures and companies. This book is the synthesis of our reflections and discussions on the following questions: are we witnessing a real generational rupture Are we, the elders and youth, sentenced to no understand more us or is it just codes and technological tools In a world where everything is accelerating, where globalization imposes on enterprises of new constraints, where annuities situation become ephemeral, where unpredictable risks threaten the sustainability businesses, young people are, by their values, behaviours and skills, course better armed we
If Yes, the old still have a card to play, they still Juan Manuel Marquez tickets have something to pass or should definitely be lining up in the closet And if it was the company to adapt to the values and behaviours of young people How should then the thinking, what mistakes to avoid and what should be done for a chance to succeed The problem of young people and the company allowed us to expand the reflection to the new culture-compatible management systems web 2.0, the redefinition of the role of the head and the framework adapted to the challenges of tomorrow.
If you are a leader, a manager or a contractor who have any doubts about the youth of today, who share the common opinion that they are unmanageable or think that our intention is to give you the keys to better know them, to escape the world of the company to seek refuge in government jobs seem an, convince you that they are not like you more young to explore avenues of reconciliation.
If you are a young who have concerns vis-Ã -vis the world of the company or think that it is impossible to invest in a system that has any of your values and who seeks to exploit you, our intention is to help you better understand those who are still in power, to explain some behaviors that seem outdated or inadequate to better manage. Juan Manuel Marquez Each has its qualities and its defects, they are generational. The company is the Kansas City Chiefs ticket place of coexistence between generations. Agree is a duty. Share and other errors can be avoided; We tickets for Manny Pacquiao will list some.
We are in a period where the models destroy but uses remain. It is urgent to reduce the period of painful transition for everyone. Our ambition goes further than give tracks to reduce the gap of misunderstanding between generations, it is Kansas City Chiefs tickets convinced that in doing so, you will acquire behaviors adapted to the challenges of the future and implement of the structures and performance management tools. The tools Juan Manuel Marquez ticket exist, most companies ignore the existence while their survival depends on. These tools will radically change our way of management and our relations in the business. It is urgent to our catch. The young people expect that it.