What are the Best Practices in Overall Intern Experience among Highly Desirable Internship Programs?

[Excerpt] Most companies hire college summer interns for one of two reasons: to build their talent pipeline of future full-time hires and “test drive” potential employees, or as a way to increase their short-term workforce in order to complete a project.1 Both are legitimate business practices and, while some companies choose to hire interns for one reason or the other, the best internship programs are the ones where those purposes intersect. If the goal is to convert interns into permanent employees, it is of critical importance to provide students an experience that exposes them to new and challenging work. In fact, the top three reasons that students listed for pursuing an internship were to gain real world experience, build their resume, and learn new skills. While it may seem simple to meet those criteria, companies that have exceptional internship programs dedicate considerable resources and planning to achieve their level of success. This paper will highlight a selection of practices that leading internship programs employ, divided into two categories – Structure and Perks

What are the Most Important Capabilities/Competencies for Managers Who Lead People?

With the advancement in technology and the rapid increase of globalization, there is now an increased need for managers to engage in better communication, coordination, improved performance, team monitoring, and interdependency and trust. Unfortunately, while an increasingly large number of companies are focusing on leadership development at the higher organizational levels, majority of the organizations admit that they are not very successful in providing leadership development at all levels within the organization. It is therefore important to develop sets of leadership skills that would be useful at multiple levels of the organization

What are Companies Doing to Retain as Well as Develop People of Color and Women?

[Excerpt] Despite their best efforts, many corporations are unsuccessful in their attempts to create more inclusive environments that allow for progression and growth of women and minorities. More than 75% of CEOs include gender equality in their top ten business priorities, but gender outcomes across the largest companies are not changing. People of color represent 18% of directors and women of color represent only 4% of directors. Many leaders would theorize that this is a “pipeline” issue in that fewer qualified women and minorities are available in the workforce. However, the numbers just don’t support this hypothesis—the number of women and minorities in the workforce has been rising steadily since 1980; indeed, both groups have been in the workforce long enough to have been groomed for ascension to higher ranks. This research will identify key considerations for developing women and minorities as well as possible ways for building more inclusive mindsets

Mellan solidaritet och lojalitet Upplevelser av organisationsförändringar ur ett första linjens chefsperspektiv

I socialt arbete, men även i politiskt styrda organisationer i stort, föreligger ett antal organisationsmodeller vilket ger intryck av en viss trendkänslighet när det gäller sättet att organisera. Beroende på vilken tidpunkt man gör nedslag i en organisation kan den vara formad enligt beställar-utförarmodell, geografiska ansvarsområden, eller renodlade facknämnder med därtillhörande förvaltningar, men även i en rad hybridmodeller, framför allt i övergångsfasen mellan två modeller. För dem som arbetar i en organisation som är under förändring kan detta vara en omvälvande upplevelse, både på gott och ont. Undersökningen syftar till att studera organisationsförändringar inom socialtjänsten utifrån ett första linjens chefsperspektiv

Rechtsgrundlagen einer Pflicht zur Einrichtung einer Compliance-Organisation

Im deutschen Recht ist weiterhin nicht vollständig geklärt, ob und in welchem Umfang Unternehmen verpflichtet sind, eine Compliance Organisation einzurichten. Eine solche zeichnet sich dadurch aus, dass einer organisatorisch verselbständigten Einheit die zukunftsorientierte Sorge für das gesetzmäßige Verhalten aller Unternehmensangehörigen ebenso anvertraut ist wie die Umsetzung und Erstellung interner Richtlinien. In bestimmten Branchen, insbesondere der Finanzbranche, aber auch dort, wo nach Auffassung des Gesetzgebers die unternehmerische Tätigkeit besondere Risiken der Rechtsverletzung beinhaltet, etwa im Bereich der Abfallwirtschaft, ist die Einrichtung einer Compliance-Organisation ausdrücklich vorgeschrieben. Wir sind der Auffassung, dass in anderen Branchen eine Verpflichtung zur Compliance-Organisation nicht besteht. Eine solche ist weder aus dem Gesellschaftsrecht noch aus dem Ordnungswidrigkeitenrecht oder dem Recht der Organhaftung abzuleiten. Auch der Deutsche Corporate Governance Kodex kann eine Rechtspflicht nicht begründen. Im Einzelfall allerdings besteht eine solche Pflicht, nämlich dann, wenn sich aus der Unternehmensstruktur ergibt, dass Rechtsverletzungen anders nicht begegnet werden kann. Das ist insbesondere der Fall, wenn bereits Rechtsverletzungen vorgekommen sind.Under German Law it is not entirely clear, whether companies are legally obliged to install a Compliance Organisation. Such organization confides the responsibility for the obedience to legal and internal rules to a compliance manager and his staff. Compliance organization means at the same time the commitment of the whole company to the task of implementing a culture of legality and ethical behavior of each member of the company. For some branches, the obligation to create such an organization is imposed by law. This is especially true for financial companies but also for companies whose business activity takes special risks such as the waste industry. We are of the opinion, that beyond these before mentioned branches, no general legal obligation to install a Compliance Organisation exists. In our working paper we check this with regulations in the fields of company law, the law on regulatory offences, rules on the responsibilities of members of the board of directors and the German Code on Corporate Governance. The obligation arises only from case to case if the structure of a company obviously is not sufficient in order to prevent the members of the company from breaching the law or internal regulations. This is especially true if breaches of law have already occurred. Then the obligation to install a compliance system may arise

The Devil is in the Shadow: Do Institutions Affect Income and Productivity or Only Official Income and Official Productivity

This paper assesses the relationship between institutions, output, and productivity, when official output is corrected for the size of the shadow economy. Our results confirm the usual positive impact of institutional quality on official output and total factor productivity, and its negative impact on the size of the underground economy. However, once output is corrected for the shadow economy, the relationship between institutions and output becomes weaker. The impact of institutions on total (“corrected”) factor productivity even becomes insignificant. Differences in corrected output must then be attributed to differences in factor endowments. These results survive several tests for robustness

Small-Scale Impact Processes on Stony Asteroids

No abstract availabl

Peningkatan Aktivitas Siswa dalam Pembelajaran Pendidikan Kewarganegaraan Menggunakan Media Gambar di Sekolah Dasar

The Method that to be used in this research is descriptive method with the type of Class Action-Research. research Place to direct is SDN 62 great entrenchment, specially III's class with research subject III's class who add to execute it studying and the activity observation sheet student this Research is done many 2 cycle, show research result that (1) activity Leveling physicaly in PKn's studying in the class IIISDN 62 great entrenchmentwith to use it picture media from baseline 32,14% to cycle II 85,72% to undergo as big as leveling 53,58%, enter in category “high enough”. (2) activity Leveling according to mental in PKn's studying in class IIISDN62 great entrenchment with to use it picture media from baseline 19,28% to cycle II 60,73% to undergo as big as leveling 41,45%, enter in category “high enough”