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Thanks to company management
January 25, 2019 Teacher Thanks 4 comments

Наконец Олвин высвободился из-под завораживающего очарования озера и продолжил свой путь по извивающейся дороге. Лес снова сомкнулся над ним -- но ненадолго. Дорога внезапно кончилась -- обширным пустым пространством шириной в полмили и вдвое большей длины, и Олвин понял, почему до сих пор он не встретил никаких следов человека. Пространство это оказалось заполненным низкими двухэтажными строениями, выкрашенными в мягкие тона, глядеть на которые глазу было приятно даже при полном.

сиянии солнца.

Activists have taken aim at AT&T.

Shares of the telecommunications colossus surged to a 52-week high Monday after Paul Singer's activist hedge fund Elliott Management revealed it owns $3.2 billion worth of AT&T's common stock. The firm wrote in an open letter to the company's board that it intends to help the company sell off parts of its business and that it could see the $37 stock rallying as high as $60.

Elliott also said the stock purchase is one of its largest investments in its history, making this move particularly significant when you consider the firm's track record of pushing companies to meet its goals, says Boris Schlossberg, managing director of FX strategy at BK Asset Management.

"Elliott is notorious for knowing how to apply leverage," he said Monday on CNBC's "Trading Nation." "They are the great agitator, and I think that's really what's going on. The market basically expects Elliott to ... catalyze this whole process of selling assets and raising cash and therefore just reformulating the business."

That, along with Elliott's reportedly bold plans to shake up AT&T's management, could explain the stock's 2% pop on Monday, said Schlossberg, who is also co-founder of trading website

"I've read some interesting market observations that what Elliott really wants to do is actually move the CEO out, and if that is the case, that could be also viewed as a positive catalyst because I think the market doesn't view him as a strong manager at this point," he said. "So, [Elliott] simply refocused the market's attention on AT&T at this point, and I think that in and of itself should be very positive for the stock in the near term."

Elliott's letter cited AT&T's questionable acquisitions under CEO Randall Stephenson, including buying DirecTV and Time Warner, and lackluster operational performance to justify its move into the company. In all, AT&T has spent about $200 billion in recent years on acquisitions.

AT&T said it plans to look at Elliott's proposals and is working on some of the strategies the firm advocates for. It did not respond to questions about Elliott's preference for Stephenson to step down.

Schlossberg said much of Elliott's plan is in line with AT&T's already-proposed updates to the business.

"[That] should be more positive as they raise more cash," he said. "I see, definitely, some upside potential here."

Matt Maley, chief market strategist at Miller Tabak, said AT&T's setup was already improving before Elliott announced its involvement.

"The stock's seen a great rally" into the news, Maley said in the same "Trading Nation" interview. "It's broken above its trend line going back to the beginning of 2017, ... and then it's also broken above its highs from the second half of last year. And in both of these cases, ... it's broken well above those resistance levels."

That's a "very bullish" sign from a technical perspective, but it doesn't mean the stock's out of the woods just yet, Maley said.

"I do have to mention that it is, on a short-term basis, overbought," he said. "It's quite overbought, so it may need to take a little bit of a pullback. But, with an activist involved, that pullback may be quite small."

AT&T shares closed roughly 1.5% higher on Monday.


Ideas for giving your clients something to show your appreciation for having their business.

Get people to say, “thank you” in a way that has meaning for both the sender and the receiver of the compliment.

What is the Kudo Box?

While some companies are creating a wall of kudos, proudly showing all the time, others are looking to build a “shout-out shoebox” or a kudo box, in which they store the kudos and then have monthly or so celebrations, where they read out the kudos. Others choose to turn the Kudo Box into a raffle, giving away Starbucks giftcards.

    Get your own set of Kudo Cards

    The science of positive psychology confirms that positive minds are more productive and more successful than neutral and negative minds. And systems thinkers and complexity researchers know all about reinforcing feedback loops: you often get more of what you focus on. Therefore, focus on the positive, not the negative. In other words, it all makes sense.

    As Jurgen Appelo said, “Teamwork can only emerge as an outcome of people’s individual contributions to that team.” Kudos recognize the individual accomplishments that combine to make a successful team.

    Vote of Thanks Examples

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    The DAM solution was seamlessly integrated into the existing infrastructure and has managed an easy product data exchange since the system installation by connecting the already existing SAP Hybris PIM system and CELUM DAM. The new digital structures were desperately needed to be able to manage the huge number of images, charts, and publications for two labels, approximately 19,400 product types and 48,500 product variants.

    “Thanks to CELUM DAM, our digital architecture has been amplified by an integral component and has become indispensable. It has improved the efficiency of our digital processes enormously,“ says Stefan Vollmer, Technical Consultant for Digital Asset Management at Hansgrohe.

    For example, employees are assisted in providing different image formats for (mobile) web pages, electronic parts catalogs and architectural platforms. If a different file type is needed, data files can be easily and directly converted into a different file format while downloading. In addition to the distribution of individual data files for integration into various websites, the company also benefits from export options for large-scale data transfers such as digital product catalogs for retailers or the trade industry.

    In addition, maintenance and administration for technical documentation is also optimized down to the last detail. With the help of corresponding metadata that were specifically created for Hansgrohe, finding assets is a breeze. It allows employees to filter by keywords, colors, names, descriptions and many other definitions and terms.

    WATCH THE VIDEO ON THEME: John C. Maxwell's Top 10 Rules For Success (@JohnCMaxwell)

    Of the senior managers polled in a new OfficeTeam survey, 87 percent said their company is at least someone effective at recognizing.

    Thank-You Notes and Appreciation Messages for a Boss

    Submitted by Sarah Oliver, Asst. Regional Director, Women in Community Service, Washington, USA

    I have a relatively small group of volunteers (about 150), so I have the luxury of getting to know them a bit...I find that most of our volunteers feel most "recognized" by things that show that they are a truly integral part of our organization. For instance, keeping them updated on new programs and initiatives, asking for their input about possible projects, etc. I also like to pass along articles, interesting website addresses, job announcements and so on to people I think might like them.

    Submitted by Mindy Moyer, Director of Development, Indian Creek Foundation, Harleysville, PA

    I loved your comments on the overdone pins, T-shirts and trinkets. I am the Director of Development (the volunteer program is just one of my hats) at an agency serving people with mental retardation. We have a formal recognition event during the holiday season completely organized by volunteers and their Friends with disabilities). They thoughtfully choose the decorations, school children make decorations for their Christmas trees to be used as favors, and the program is a few volunteers and their Friends telling stories of their experiences throughout the year. They are so moving. We usually invite a few "extra guests" many of whom sign up to volunteer after the program. We end the evening by singing carols. For thank yous throughout the year we receive donated tickets for events, movies, concerts etc. and pass them to volunteers who are delighted to have the opportunities without the high costs.

    Submitted by Diane Leipper, Leipper Management Group, NV

    As a long time manager of volunteers and as a volunteer myself, I have experienced recognition on both sides of the fence. I have learned one of the best ways to recognize volunteers is to recognize that they exist. Recognize that they are individuals with their own agendas, their own needs, and their own gifts that they bring to your program. They are an intregal part of team not just a resource you use to fill need then give them a pat on the back and put away until next time.

    The most effective way to recognize this is to give them your time. This isn't your duty, it is your privilege. You get to work with people that aren't motivated by a paycheck, retirement benefits, or a big promotion, that come because they care about the mission of your program. I know full well all the demands on our time and the fact that many of us work with large numbers of volunteers - but aren't we called volunteer managers because a major focus of our jobs is volunteers? (I mean volunteers as people, not just volunteers as statistics we have to recruit, train, document, record, and report for the bottom line.) I sometimes wonder if subconsciously we are influenced by the thought process, "they are JUST volunteers".

    If a volunteer wants to talk, give them the opportunity, listen to them. It is not a waste of time to hear about the grandchildren or their concerns about the increase in bus fare. Take the time to stop and visit with them while they are working and ask them about the job. Listen to their suggestions and follow through if appropriate, if not discuss why with them. Include them in decisions about the work they do. Say hi and ask them what is new when you see them in the hall or in the grocery store. Be willing to promote their ideas and suggestions to someone up the ladder in the organization if appropriate and necessary. Listen to criticism openly, not defensively, and discuss possible solutions.

    Submitted by Debbie Thompson, Volunteer Coordinator, Illinois

    As a volunteer coordinator in a church, it is important that we recognize all gifts of service. We try to give recognition in many different ways, but one of the best things we have done recently is to have our clients, predominantly seniors and shut-ins share their view of how important it is to be included in the life of the church through our lay visitation program. It was truly heart warming to hear these people discuss the importance of our volunteers in their lives during a special sermon planned by our pastor and the lay ministry chairman. No offense Susan, but these are usually the best speakers at recognition events because they not only know about the program they are personally involved with the volunteers.

    A quick response from Susan Ellis:
    No apology needed to me for two reasons, Debbie. First, because the whole point of this area is to generate many different points of view. In fact, I wish there was more controversy and debate in these pages (even though I'm delighted that more and more site visitors are taking the time to post a response).  But the second reason you don't have to apologize is that having clients speak to volunteers at your recognition event is a wonderful example of doing exactly what I was urging! It wasn't the meal or the decorations that I was complaining about; it was the lack of relevance to the work volunteers do all year. Hearing from clients is right on target. And sometimes "mushy" is just the right tone, too.

    Submitted by Mary Kay Hood, Director of Volunteer Services, Hendricks Community Hospital, Danville, Indiana USA

    I agree with the philosophy of recognizing achievements rather than hours. Interestingly enough, when I took over the volunteer program 1 1/2 years ago, I had the opportunity to change directions with the recognition event and concentrated on what volunteers accomplish as a whole for the hospital. Several weeks after the event, one of the volunteers sort of reprimanded me for not recognizing the hours commitment of one of her fellow volunteers. He's a retired certified EMT and spends well over 40 hours each week helping out in the ER department. Now, he chooses to do this and he's very well thought of by the staff in ER. But that just goes to show you, seems as though you just can't make everyone happy.

    Submitted by Carol A. Youngman, Community Volunteer Coordinator - Martinez Refining Company, California

    I am the volunteer coordinator for a refining company on the West Coast. So often when there is a special event it is the management team that get invited. Recently I attended an awards presentation and took several members of my focus group to the event. They loved the outing and meeting with other businesses who are developing a habit of the heart for volunteering. You should have heard the ideas generated on the ride home which will surely set the pace for 1999 for our company. It was energizing to say the least.

    My company has generously given each employee 18 hours of release time to participate in a volunteer project. Recognition comes in many forms but one that is generic and well received is a lapel pin I had designed which says simply "MRC Volunteer" which I give to those who have participated in a volunteer event. This has generated much enthusiasm among our employees. Last Thursday I put out a call for over 80 volunteers for an upcoming event - by the end of the following work day I had all the slots filled - quoting several of the new comers that signed up "I want that volunteer button!" For those employees who have completed their 18 hours, they receive a license plate frame that says "Adding Value to the Community - Martinez Refining Company Volunteer" - this has become a noteworthy source of pride not only to our employee volunteers but the company as well. For our employees who work on educational projects, I find out from the school librarians which books they would like to obtain and have the volunteer's name placed on a book plate to honor them for their participation and role. My volunteers love it and needless to say so do the schools.

    Submitted by Kirsten Sanford, Volunteer Coordinator, Celebrate Seniority, Good Samaritan Hospital, Puyallup, Washington

    I am new in the field as a volunteer director. My volunteers have told me they are tired of t-shirts, mugs etc. I asked them what they thought about restaurant or movie theater gift certificates--they liked that idea. I would love feedback for other ideas. My volunteers are seniors and most are tired of "stuff". Thanks.

    Submitted by Kim Johnson, Coordinator of Volunteers & Humane Education, Kansas City, MO USA

    I have worked as a volunteer coordinator for over ten years in the social service field. I think we are missing the mark when we give out awards based on the amount of hours someone puts in. I have seen many people who have busy family lives go to great lengths to arrange for day care and juggle work responsibilities in order to make their one four hour shift a month. They keep coming back every month faithfully. It seems we only focus on the volunteer who makes our organization their sole project, giving endless hours because they don't have the responsibilities others do. I would like to see more focus on individual traits that volunteers bring to the cause. We have one volunteer who takes the time during each shift to thank the paid workers for what they do for the shelter because she knows its a hard job. Another volunteer has a gift for helping clients see different sides of a problem. I'm glad professionals in the volunteer field are talking about different options.

    Submitted by Jerry Heinold, Peer Volunteer Coordinator - DePelchin Children's Center, Texas USA

    Since every volunteer has a unique personality, not all feel appreciated by the same method. Therefore, why not ask the volunteers what would make them feel most appreciated. There are subtle ways to ask so that you know what to do to insure that they feel appreciated and that they get the most out of it too.

    Submitted by Kathy Gattinger, Volunteer Center Director, Arkansas

    It takes extra time to get to know your volunteers, especially if they volunteer "in the field". It is worth taking the time, or at least asking some appropriate questions on an application form. As a volunteer, I'm not big on receiving an annual certificate, but ask me to give a presentation about the program, or help with training, and I feel good! I know that I'm appreciated for my talents and abilities. I also like tangible things like coffee mugs and pens. I use them in the office, which is constant advertising for the program.

    Submitted by Betty Anton, Director Volunteer Services, Lehigh Valley Hospital, Allentown, Pennsylvania

    I agree with your assessment of most volunteer recognition programs and special events. We still have many volunteers who really enjoy coming to a special dinner in their honor during National Volunteer Week. We have approximately 600 volunteers in our organization and over 425 attend this recognition event. The problem that I have today is that of recognizing our teen volunteers in a meaningful way. We have seen decreasing numbers of teens and their families attending these programs. There is just too much going on in the lives of these busy teens and their working parents. One of the best ideas I have seen is from one of my colleagues in Pennsylvania and that is to recognize teens before their peers at their schools. You can present them with a gift and certificate at an awards assembly. It takes a lot of work, but is much more meaningful. I am thinking of trying it next year!

    Submitted by Cheryl Morehouse, Manager, Vol. Svs., St. Joseph Hospital, Omaha, Nebraska, USA

    I agree about making volunteer "recognition" meaningful. I'm a fairly new greenhorn yet in the field (been in volunteer management for four years). Being a person who does a tremendous amount of community service on my own, I always try to keep in mind what the volunteer would like as far as recognition. Yes, we have a splashy, traditional volunteer recognition "banquet" every April; but I find what means the most to our long-term, senior volunteers especially is the impromptu, on-the-spot recognition. Our volunteer love a surprise lunch, card, personal hand-written letter, small thoughtful gifts, hugs...... etc. I have a high turnover rate with a great percentage of my volunteers (mostly college students), and what they appreciate most are practical gifts. I always try to find something unique, practical workable for either gender. I detest "hours pins" for the same reasons as our host asking for our input about this question. I have tried to put a personal touch on everything I do concerning recognizing volunteers, from creating all the decorations for special events myself, to providing the musical entertainment. The most enjoyable part of my job is just simply the personal connection with each volunteer, really listening to and caring about them, and demonstrating my love and appreciation for them on a daily basis.

    thanks to company management

    We want to thank all that participated in our events this year, participants, volunteers, sponsors and any others that I have not included. We hoped you enjoyed.

    thanks to company management
    Written by Tura
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