Management
in sentence
2016 examples of Management in a sentence
Recognizing that Africa has grassroot-level leadership, we simply developed a model to bring the professional
management
and investment to scale to these grassroot leaders.
Social includes human capital, things like employee engagement and innovation capacity, as well as supply chain
management
and labor rights and human rights.
In blue, we see the performance of the 500 largest global companies, and in gold, we see a subset of companies with best practice in climate change strategy and risk
management.
In their own words, "long-term value creation requires the effective
management
of three forms of capital: financial, human, and physical.
First of all, you've got a whole other dimension, but also just safety considerations and air-traffic
management
will not allow bumper-to-bumper traffic in the sky.
As a country, we have achieved longevity, investing billions of dollars in the diagnosis, treatment and
management
of disease.
Do we have to fix fisheries
management
in all of those countries?
So if we got good fisheries
management
in the European Union and, say, nine other countries, how much of our fisheries would we be covering?
When these countries step in and they put in sustainable fisheries
management
policies, the fisheries, which are always crashing, it seems, are starting to come back.
Right about now, we can feed about 450 million people a fish meal a day based on the current world fish catch, which, of course, you know is going down, so that number will go down over time if we don't fix it, but if we put fishery
management
practices like the ones I've described in place in 10 to 25 countries, we could bring that number up and feed as many as 700 million people a year a healthy fish meal.
Illegal fishing undermines the type of sustainable fisheries
management
I'm talking about.
But for real change, we need feminine energy in the
management
of the world.
In Humbo, in southwest Ethiopia, a wonderful project to plant trees on degraded land and work with local communities on sustainable forest
management
has led to big increases in living standards.
Women represent 50 percent of middle
management
and professional positions, but the percentages of women at the top of organizations represent not even a third of that number.
But I look at that statistic and, if you, like me, believe that leadership manifests at every level, you would see that there's a tremendous, awesome resource of leaders who are leading in middle management, which raises a different question: Why are there so many women mired in the middle and what has to happen to take them to the top?
So some of you might be some of those women who are in middle
management
and seeking to move up in your organization.
She was a vice president in a Fortune 50 company, and she said to me with a sense of deep frustration, "I've worked really hard to improve my confidence and my assertiveness and develop a great brand, I get terrific performance evals from my boss, my 360s in the organization let me know that my teams love working for me, I've taken every
management
course that I can here, I am working with a terrific mentor, and yet I've been passed over twice for advancement opportunities, even when my manager knows that I'm committed to moving up and even interested in an international assignment.
What it means is that this is advice that's absolutely essential for breaking through from career start to middle management, but it's not the advice that gets women to break through from the middle, where we're 50 percent, to senior and executive positions.
Now, the second reason relates to Tonya's comments about having had excellent performance evals, great feedback from her teams, and having taken every
management
training program she can lay her hands on.
So you would think that she's getting messages from her organization through the talent development systems and performance
management
systems that let her know how important it is to develop business, strategic and financial acumen, but here again, that green square is quite small.
On average, talent and performance
management
systems in the organizations that I've worked with focus three to one on the other two elements of leadership compared to the importance of business, strategic and financial acumen, which is why typical talent and performance systems haven't closed and won't close the gender gap at the top.
That's what enables that breakthrough from middle
management
to leadership at the top.
It's important for H.R. executives to make sure that the missing 33 percent is appropriately emphasized, and it's important for women and men who are in
management
positions to examine the mindsets we hold about women and men, about careers and success, to make sure we are creating a level playing field for everybody.
The other important issue is that there are scale effects in portfolio management, together with financial complexity, financial deregulation, that make it easier to get higher rates of return for a large portfolio, and this seems to be particularly strong for billionaires, large capital endowments.
Bacteria may not care so much about trust and intimacy, but for people to tackle the hard lifestyle choices, to address issues like smoking cessation, blood-pressure
management
and diabetes control, well, that requires us to establish trust.
Today, we are beginning to understand how to interrupt the progression from early adversity to disease and early death, and 30 years from now, the child who has a high ACE score and whose behavioral symptoms go unrecognized, whose asthma
management
is not connected, and who goes on to develop high blood pressure and early heart disease or cancer will be just as anomalous as a six-month mortality from HIV/AIDS.
He said, "Before I say yes to that, I need to check with management."
So I get back to the base, he called me back and
management
said, "No, you can't leave the trailer here because we had promised that slot to some other people."
An early project was to develop software standards on
management
control protocols.
Be realistic about the things that we disagree on, and a
management
approach that doesn't enable any one of those differences to break into war or conflict until we've acquired the diplomatic skills to solve them.
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