By Dialogo April 20, 2011 Colombian President Juan Manuel Santos affirmed on 18 April that the country is in the final phase of the fight for peace, and it is therefore urgent that government forces redouble their efforts and multiply the number of actions in order to achieve that victory. “In every war, the final phase is the most complicated, the most difficult, and we’re in that final phase,” the president said at the Management Dialogues event held at the Defense Ministry. The head of state reaffirmed his confidence in the Armed Forces and invited their members to continue pressing forward, since “the challenge is a large one.” He highlighted Colombians’ backing for the work performed by members of government forces. He declared that “the work that is being done here in the ministry depends on that, and so does the fact that our heroes (because I’ve always considered them that way, our heroes), our soldiers, our police officers, our marines are all over our national territory, risking their lives; the achievement of that goal is going to depend on them. It’s a goal that the entire country supports,” he said. He affirmed that the ministry’s objectives are ambitious, but he indicated that he is sure that they will be met, because he had the opportunity to get to know the capabilities of the military as defense minister. “I remember very well that when I arrived at this ministry, we proposed to strike telling blows at the FARC secretariat, and people laughed: that’s what all the ministers have been saying for the last forty years. Well, thanks to your work, we’ve succeeded in striking the heaviest blows that have been struck against these FARC bandits in history,” he added. He reiterated that security is one of the national government’s priorities, as a fundamental starting point for prosperity. “We consider the work being done by the Ministry of Defense to be the most important of all. Security, as I’ve repeated on many, many occasions, is the foundation of progress. The Romans themselves, when they invented the republic, said that security is the republic’s first law. If that law is not enforced, the others become toothless,” President Santos indicated.
121SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr,Stuart R. Levine Founded in 1996, Stuart Levine & Associates LLC is an international strategic planning and leadership development company with focus on adding member value by strengthening corporate culture.SL&A … Web: www.Stuartlevine.com Details What are the values of your organization? Do you value teamwork or integrity or efficiency? More importantly, do your employees espouse the same values as you, as each other? What is your corporate culture? Do your employees fit into this culture? Do you? Should you care?The answers to these questions are more important to the bottom line than you may suspect. A corporate culture — your company’s prevailing ideas, values, attitudes, and beliefs that guide the way your employees think, feel, and act — has a profound effect on positive outcomes and financial performance.A 2014 study, “Parsing Organizational Culture: How the Norm for Adaptability Influences the Relationship Between Culture Consensus and Financial Performance in High-Technology Firms,” by Jennifer A. Chatman, David F. Caldwell, Charles A. O’Reilly and Bernadette Dower concluded that corporations with a strong positive culture performed better financially over a volatile three-year period than those companies with weaker cultures. Experts have suggested that the best way to maintain a positive culture with consistent values is to hire employees that will fit into an organization’s current culture. Employees that possess similar values and beliefs as others in the organization, and therefore are a good cultural fit, are more likely to stay with the company longer. When people don’t fit, they should not be selected for employment. If they are selected, they are often uncomfortable and either leave on their own or are terminated for behavioral reasons. The cost of turnover is astounding. Experts estimate that it costs between 1.5 and 3 times the annual salary for every new hire. That’s between $75,000 and $150,000 for a $50,000 employee. With costs like that, poor hires can significantly cut into corporate profits. We therefore need to ensure that new hires will be successful in our organization by carefully focusing on the hiring process.In order to hire employees to embrace the corporate values and fit into the culture, an organization must first know what their values and culture are. This is not as easy as a simple survey or scanning a company’s website to find its mission and values statement. If values and culture are not systematically and strategically created, they will evolve on their own, sometimes with devastating consequences (as in the case of Enron in the late 90’s). Leadership must profess the desired values and demonstrate them on a daily basis. Once the values are established, an organization can use them to create good hiring practices.Using structured or behavioral based interviews is paramount in good hiring practices. In order for this to be successful, however, the organization must have a clearly defined set of values. Once these are established, interview questions can be constructed to elicit descriptions of previous behaviors exhibited in specific situations, thus exploring candidates’ individual values. Instead of a subjective interview question such as, “tell me what you value” or “ what is your leadership style?” which tell you nothing about the candidate, questions such as, “tell me about a time when you were leading a team and one of your subordinates didn’t agree with your course of action” can elicit a much more descriptive response that can give you insight into your candidates value system. Structured interviewing has been proven effective in highly successful organizations such as Disney, Google and Southwest Airlines.But do we want to create a Stepford Wives of the workplace? If you hire people just like yourself, you wind up with a lot of people like you in the organization. You may replicate your strengths, but you will also replicate your weaknesses and not bring any new strengths into the company to augment your existing talents. Although we want to hire those that possess our corporate value system in order to strengthen our culture, diversity in thinking is extremely important for an organization’s success. Without it, we are doomed to “group think” and lose our ability for creative problem solving, thus putting our organization at a devastating strategic disadvantage.Good leadership is paramount in creating a values system that drives a positive corporate culture, while simultaneously creating diversity of thought and a culture of innovation. That balance is a key to success in today’s business organizations.
continue reading » Millennials get a bad rep just about everywhere. If you’re a Millennial on your credit union or bank’s leadership team, then you’re well aware of the uphill battle you fought to get there, and the even greater battles ahead.But let me remind you: Steve Jobs was 21 when he started Apple. Jeff Bezos was 30 when he started Amazon. Howard Schultz was 32 when he took over Starbucks.My point? Almost every business leader in history has been where you are. Even your board and executive team were once rookies.You can’t control your generation’s pre-existing reputation. You can’t control what your board and executive team think about “those young people.”What you can control, however, is your response. ShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr
“The organization is currently notifying anyone who has had known contact with the players, including recent opponents, and is working closely with state and local health authorities on reporting,” the team said.”All players and members of the Nets travel party are being asked to remain isolated, closely monitor their health and maintain constant communication with team medical staff.”The team last played against the Lakers in Los Angeles on March 10. A day later, the league suspended its season until further notice, as the coronavirus pandemic upended major sporting events across the globe.Topics : Four Brooklyn Nets players tested positive for coronavirus, the team confirmed on Tuesday, less than a week after the global outbreak prompted the suspension of the NBA season.Three of the players were asymptomatic while one was showing symptoms of the rapidly-spreading virus, days after the Utah Jazz reported that two of their players had also tested positive.The Nets said in a written statement that all four players were isolated and under the care of team physicians, but did not identify the individuals.
Previously, KPK spokesperson Ali Fikri criticized the Supreme Court for the matter, fearing that the tendency to hand down lighter punishments for graft convicts could give a negative impression of the country’s legal system as a whole.One of the latest graft convicts to receive a sentence reduction from a case review request was Anas Urbaningrum, the former Democratic Party chief serving from 2010 to 2013, whose imprisonment term was cut by the Supreme Court from the initial 14 years to only eight years.Anas has now become the 23rd graft convict to be granted leniency by the Supreme Court in the past year.Previously, National Awakening Party (PKB) lawmaker Musa Zainuddin, who was convicted of graft in 2017, also received a sentence reduction from nine years to six years’ imprisonment. (trn)Topics : The Corruption Eradication Commission (KPK) is set to meet with Supreme Court leaders following a number of case review decisions that led to lighter punishments for graft convicts.KPK commissioner Nurul Ghufron said KPK leaders would call on the Supreme Court to prevent the misuse of case reviews as a tool for graft convicts to get lighter sentences for their crimes.”We hope [the mechanism] that is supposed to uphold justice for both the convicts and the public will not be misused by those trying to seek lenient decisions,” Ghufron said as quoted by kompas.com on Tuesday. He said the KPK was concerned after 22 graft convicts obtained lighter punishments in their case review pleas. “We have observed how [case review petitions] appear to be a new strategy for corruption convicts.”Even though the lower court’s ruling had a strong legal standing, 12 out of those 22 graft convicts still managed to get their sentences cut after their case reviews were approved by the Supreme Court between 2019 until 2020, Ghufron added.At least 50 graft convicts had opted to file case review requests with the Supreme Court rather than going with appeal procedures, he added.“It means, the case review procedure is seen as a generous door that grants leniency,” Ghufron said.
Read More Rio Ferdinand tells Ole Gunnar Solskjaer to drop struggling The Swede is eager to get Arsenal playing a quicker brand of football (Picture: Arsenal Media)Freddie Ljungberg is already looking to stamp his own identity on Arsenal’s playing style and gave away a few clues as to how he wants the team to play in training this week.The Swede was handed the reins after Unai Emery was sacked last Friday following a dismal run of results, having not won a Premier League match since beating Bournemouth at the start of October.Although Ljungberg’s reign did not get off to the ideal start, only drawing against relegation candidates Norwich City, he had only been given one session to work with the players. Full Screen ‘No team can defend against that’ – Freddie Ljungberg teaches new approach in Arsenal training Read More 1/1 Visit Advertiser website GO TO PAGE PLAY Manchester United captain Harry Maguire Video Settings Top articles Read More Read More About Connatix V67539 Read More Skip Ad Ewan RobertsWednesday 4 Dec 2019 4:43 pmShare this article via facebookShare this article via twitterShare this article via messengerShare this with Share this article via emailShare this article via flipboardCopy link5.2kShares by Metro 1 min. story Ljungberg instructed the players on how to avoid the opposition’s press (Picture: Arsenal Media)But his ideas came though more clearly in footage from this week’s training, with Ljungberg and assistant Per Mertesacker putting the players who did not start at Carrow Road through their paces.AdvertisementAdvertisementADVERTISEMENT SPONSORED Coming Next / Comment Skip Arsenal were often criticised for their slow, pedestrian build-up play under Emery, but the Spaniard’s successor is looking to bring quicker, more incisive passing to the team and that was evident in his drills and instructions.In a two-touch exercise, Konstantinos Mavropanos got an excitable reaction from his manager when he took four players out of the game with a defence-splitting diagonal pass.More: Arsenal FCArsenal flop Denis Suarez delivers verdict on Thomas Partey and Lucas Torreira movesThomas Partey debut? Ian Wright picks his Arsenal starting XI vs Manchester CityArsene Wenger explains why Mikel Arteta is ‘lucky’ to be managing Arsenal‘Yes! That’s the pass I like,’ yelled a delighted Ljungberg, who got the players together to explain his ideology further.‘The pass, when Lucas [Torreira] is here and we find the diag [diagonal pass], is amazing. No team can defend against that diag into the pocket.’There was clear emphasis on Arsenal playing out through pressure and finding pockets of space, with Ljungberg demanding intensity throughout the session.He also pulled up youngster Gabriel Martinelli for taking too many touches in the drill and explained the best way to avoid pressure from the opposition: ‘If you stand closed, you have to take two touches. We try to work on. Give me the ball, I’m open, then you don’t get done on your press.’Ljungberg reportedly failed to see eye-to-eye with Emery on a number of tactical decisions and will have the opportunity to try and implement some of his own methods when Brighton visit the Emirates on Thursday.MORE: Freddie Ljungberg didn’t see ‘eye-to-eye’ with Unai Emery on tactics at ArsenalMORE: Arsene Wenger sends message to Freddie Ljungberg after Unai Emery’s sacking at ArsenalMore: FootballRio Ferdinand urges Ole Gunnar Solskjaer to drop Manchester United starChelsea defender Fikayo Tomori reveals why he made U-turn over transfer deadline day moveMikel Arteta rates Thomas Partey’s chances of making his Arsenal debut vs Man City Advertisement Advertisement
A shareholder resolution focussed on pushing French oil and gas major on target-setting for emission reductions was rejected by 83% of votes cast, although the 17% ‘for’ vote was welcomed by the co-filers as dispatching a “strong signal”.In a statement, the French-heavy group of 11 investors* behind the shareholder resolution declared themselves “very satisfied” by the level of support expressed at Friday’s meeting, arguing it was all the more significant because French law meant they had had to couch their request in terms of an amendment to the company’s bylaws. The co-filers also noted “negative recommendations from certain international proxy advisory agencies” and said they would be paying attention to the level of abstentions as a potential “complementary signal from shareholders”.The shareholder resolution is said to be the first environmental shareholder resolution to be filed at a French company. Its approval would have required the company’s management report to set out an action plan for the setting of greenhouse gas emission reduction targets, including those generated by customers’ use of Total’s products (Scope 3). Total’s board had opposed the shareholder resolution for reasons including the company having adopted an “ambition” to be carbon neutral by 2050 and that resolution “would lead to [the] company being responsible for emissions on which it is not able to act, as only customers have direct control”.The net-zero emissions ambition, which was announced after the shareholder resolution was first unveiled, follows engagement with investors working through Climate Action 100+.Directors’ duties bylaws amendThe board also argued against the shareholder resolution by noting its proposal to amend its bylaws to “enshrine consideration of the social and environmental challenges involved in the company’s activities in the duties of the board of directors”.This resolution, which also involves the company taking on a European corporate form, was passed at the AGM with 98% of votes cast.During the meeting itself, which was a webcast closed session, chair and chief executive officer Patrick Pouyanné said the “constructive” dialogue with Climate Action 100+ was “preferable to a resolution that we were threatened with during several weeks and the contents of which were only made clear to us when it was filed”.He said its new carbon neutrality ambition was “strong and demanding” but that Total would only be able to meet it “with customers, with civil society, with the governments of countries in which we operate because governments will need to implement policies to support the carbon neutrality”. Offshore oil operationOne of the investors that voted against the shareholder resolution was PhiTrust, a French shareholder engagement and impact investing company that has been engaging with Total for several years, including on making environmental and social responsibility an integral part of the board of directors’ duties – as approved by the vast majority of shareholders on Friday.“We are delighted that the dialogue we have been engaged in with Total for more than 10 years, as well as with other institutional investors, has led Total’s managers to make major changes to their strategy, taking into account the need to produce ‘clean energy’ as quickly as possible, although we would be very pleased if this could be done more quickly,” a spokeswoman told IPE.‘Congratulations to both’In the UK, defined contribution master trust NEST had previously said it would be voting in favour of the shareholder resolution, backing the call that a more ambitious Scope 3 emissions reduction target was needed.“We have seen a positive trend of companies and shareholder resolution co-filers coming much closer together on their climate objectives”Councillor Doug McMurdo, chair of LAPFFThe Local Authority Pension Fund Forum (LAPFF) reacted to the outcome of the Total shareholder meeting by saying it “congratulates both Total and shareholders wishing to encourage the company’s climate change response for putting forth resolutions at the company’s AGM”.Councillor Doug McMurdo, chair of LAPFF, said: “We have seen a positive trend this proxy season of companies and shareholder resolution co-filers coming much closer together on their climate objectives.“As it did with Barclays, LAPFF is pleased to support both Total’s steps forward and calls by the resolution co-filers to improve transparency around the company’s move in the right direction on its climate aims.”At NGO ShareAction, campaign manager Jeanne Martin said Total’s new climate commitments were “verging on greenwashing”. She argued that the voting result on the shareholder resolution today constituted “a significant revolt against the company, which attempted to counter this resolution by announcing an ambition that fails to address its ever increasing investments in fossil fuels”.It’s a wrapTotal’s general meeting on Friday wrapped up the 2020 proxy voting season at oil majors.In Europe, Royal Dutch Shell and Equinor also faced shareholder climate resolutions focussed on target-setting. Promoted by shareholder campaign group Follow This, they were rejected by shareholders but with more support than in previous years.At Shell the Follow This resolution got 14.4% of the vote at its AGM, more than double the last time it was voted on, and at Equinor it got received 27% of the non-governmental votes, up from 12% in 2019.For Follow This founder Mark van Baal, the votes on the Total shareholder resolution meant that “[f]or the third time this month, responsible investors have sent a clear signal to an oil major.”At US-listed Exxon Mobil, shareholder resolutions on lobbying and splitting the roles of chairperson and CEO were backed by 37.5% and 32.7% of the vote, respectively, with an average of 93.6% of the votes in favour of directors’ re-election.Edward Mason, the now former head of responsible investment for the Church Commissioners, said the results were “clear evidence of shareholders’ desire for change”.In the UK, the asset management industry lobby group maintains a public register of listed companies that have received significant opposition by shareholders to a resolution, with “significant” starting with a vote against of 20%.This is based on 2016 guidance on remuneration reporting from GC100 group of general counsel and company secretaries working in FTSE 100 companies.*The Total climate shareholder resolution was led by French asset manager Meeschaert with most of the other investors being French asset managers although Actiam from the Netherlands and Benelux asset manager Candriam are also involved, as is UK asset owner Friends Provident Foundation. Combined they hold around 1.36% of Total’s issued share capital. Total said the group of Climate Action 100+ investors with which it engaged represented more than 25% of the company’s shareholders.To read the digital edition of IPE’s latest magazine click here.
Neptune Survey has been awarded a rig positioning contract by Australian oil and gas company Quadrant Energy.Neptune said on Thursday that the deal was for Transocean’s GSF Development Driller-1 rig which would begin a drilling campaign for Quadrant in the first quarter of 2018.Neptune added that the drilling campaign was for three wells, due to run over an estimated 200 days.The company’s chief executive officer, Robin King, said: “This key contract award further strengthens Neptune and Quadrant Energy’s working relationship which has seen Neptune provide Quadrant with engineering, diving, ROV, and survey services in the past 12 months.”To remind, Quadrant Energy hired the semi-submersible drilling rig in July to drill the Phoenix South-3 well offshore Western Australia.At the time, the well start window was scheduled between February 1 and April 1, 2018. The Phoenix South-3 well is being designed as a redrill of the Phoenix South-2 well that discovered gas and condensate at the top of the Caley interval.As for the rig, the GSF Development Driller-1 is a sixth generation semi-submersible with dual rig activity. It was built by Singapore’s Jurong Shipyard in 2005.Offshore Energy Today Staff
Antidrugoperatives of the Molo police station staged the sting operation around 12:35p.m. on Tuesday. ILOILO City – Policearrested a suspected drug pusher in an entrapment operation in Barangay SanPedro, Molo district. Police alsotagged him as suspect behind snatching incidents in the city. The 43-year-oldRoberto Secaluya – a resident of the village – was arrested after he allegedlysold a sachet of shabu to an undercover officer for P2,200. Prior to hisarrest, Secaluya was subject for two weeks of surveillance, police said. Secaluya was detained. Charges for violation of Republic Act9165, or the Comprehensive Dangerous Drugs Act of 2002 will be filed againsthim./PN
St. Louis School is implementing a new initiative for students called Personal Growth Plans (PGP’s). It involves creating an individual growth plan for every student in grades K-8. Through the PGP’s, each student will create goals, work on those goals, evaluate progress, and then make needed adjustments throughout each academic quarter. This process will be repeated every quarter.Improvement goals will be set in each of the following areas: Faith, Life Skills, and Academic. This fits into St. Louis School’s mission to focus on developing the whole child; Mind, Body, and Soul.When asked why this program was created, Principal Chad Moeller responded, “Developing the whole child has been at the heart of what St. Louis does and has tried to do for many years, but upon greater reflection we believe we can improve the growth process for our students and parents. We believe the PGP program will help us do this.”“In addition, we believe this will have major benefits for students when they get into the real world. In today’s world we know that an essential skill to be successful in any walk of life is the ability to focus on a few key areas, set goals, create a plan to achieve the goal, and follow up to make sure we are learning, not just about our goal, but about the process of learning. We also believe this will help each student realize that they are far more capable than they know and if they are intentional, they can achieve great things.”For more information regarding this initiative, please call St. Louis School at 812-934-3310 or visit the school website http://www.st.louisschool.org/ where an instructional video is posted.