“ALWAYS DO WHAT YOU ARE AFRAID TO DO.”

More use than pizza delivery, to be fair: The flying defibrillator drone created by Dutch TU Delft student Alec Moment flies at 100kph for a response time of just 1 minute. Theoretically increasing the chance of survival from 8 percent to 80 percent. The drone tracks emergency mobile calls and uses the GPS to navigate. Once at the scene, an operator, like a paramedic, can watch, talk and instruct those helping the victim by using an on-board camera connected to a control room via a live stream webcam.

It seems like most important decisions always come down to the numbers. This is especially true for management. This month I am introducing a new blog entry called Fascinating Numbers. In these short blog entries, I will share fascinating numbers that provide important insights into the world of management and leadership. For the first entry, I will share the top 5 motivators at work. Although the rank order for the top 3 motivators may vary depending on who conducts the survey,results consistently show   over time that the top 5 motivators for employees are the following: Top 5 Motivators: 1. Challenging Work 2. Recognition 3. Employee Involvement 4. Job Security 5. Compensation These fascinating numbers show that employee morale is more directly affected by the boss and his or her management and leadership styles than it is by job security and compensation. (This is true, of course, when employees’ compensation and job security are reasonable for their needs and are e

With the rate of technological growth, our Information Age, and the global economy, change is now the normal state of business. Organizational change does not come easy, however. As many as two-thirds of organizational total quality management efforts fail. Senior sponsors of the change often blame its failure on employee and middle manager resistance to change. At times, this is true. More often, however, senior leaders and managers over-estimate how much change they can force on the organization. Some also do not understand how difficult it is to lead and implement change effectively. Leading and implementing change requires people skills! 8 Reasons Why People Resist Change.

Challenges to define a Product Owner  This research aims to support our Universidade Municipal de São Caetano do Sul’s Information Systems Bachelor’s final paper. The data will be treated in confidence and their results will be only used for academic purposes. It will not take more than 10 minutes to answer the questions.We appreciate your participation. Bruna Bravin Dorivaldo Alves Júnior Heitor Nascimento Cardoso de Lima Marianne Guelbali Perton William Roberto da Silva * Required 1) What is your professional profile?   *   Executive   Product Owner   Project Manager / Scrum Master / Team Leader   Analyst / Developer / Tester   Consultant   Other:   2) How long have you already worked with agile methodology?   *   Less than one year   From one to five years   More than five years   I have never used agile methodology 3) Which of the following segments of the market do you work?   *   Telecommunications   Retail    IT