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How Top Democracies of the World Conduct Elections?
Understanding Electoral Procedures in Leading Democratic Nations
1. United States of America: The Electoral College System
Overview of the Electoral College System in U.S.A
The Electoral College is a distinctive electoral system utilized by the United States for the selection of the President and Vice President.
Instead of a direct popular vote, voters indirectly elect these officials through electors chosen by each state.
Indirect Election Process in U.S.A:
Voters in each state cast their ballots for a slate of electors pledged to a particular presidential candidate.
These electors, equal in number to the state's representation in Congress, then formally cast their votes for President and Vice President.
Combination of Popular Vote and Electoral Votes:
The Electoral College process involves a combination of the popular vote and electoral votes.
Each state is allocated a certain number of electoral votes based on its representation in Congress, including both senators and representatives.
Allocation of Electoral Votes:
The number of electoral votes for each state is determined by the total number of representatives and senators it has in Congress.
Larger states typically have more electoral votes due to their larger congressional delegations.
Scrutiny and Debate:
The Electoral College system has been the subject of scrutiny and debate.
Critics argue that it can lead to discrepancies between the popular vote and electoral outcomes, potentially resulting in presidents who did not win the national popular vote.
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BUSINESS CARDS: STILL RELEVANT TODAY?
In the 1990s, the differences between Western and Asian culture in business cards were quite pronounced. Here's a comparison of how business card culture differed back then and how it has evolved to today:
1. Business Cards in the 1990s:
Western Culture:
Image Source: Patrick Bateman’s Business Card from the movie, American Psycho (2000)
In Western countries, business cards were used primarily as a formality and a means of exchanging contact information.
There was less emphasis on the design and presentation of business cards compared to Asian cultures.
Business cards were often exchanged casually during meetings or networking events.
In Western countries, business cards were used primarily as a formality and a means of exchanging contact information.
There was less emphasis on the design and presentation of business cards compared to Asian cultures.
Business cards were often exchanged casually during meetings or networking events.
Asian Culture:
In Asian cultures such as Japan, China, and Korea, exchanging business cards was a formal ritual known as "meishi koukan" (名刺交換) or "business card exchange."
Business cards were considered extensions of one's identity and status, reflecting the individual's position within the company.
There were specific etiquette regarding the exchange of business cards, including offering and receiving cards with both hands, reading the card carefully, and storing it respectfully.
2. Business Cards Today:
Western Culture:
Business cards are still used in Western countries, but their significance has somewhat diminished with the rise of digital communication.
The emphasis is more on networking platforms like LinkedIn and exchanging digital contact information.
However, high-quality, well-designed business cards can still make a positive impression, especially in certain industries or during face-to-face interactions.
Asian Culture:
The tradition of exchanging business cards remains strong in many Asian cultures, although there's also a growing acceptance of digital alternatives.
While digital communication is becoming more prevalent, particularly in urban areas, business cards are still widely used, especially in formal settings and among older generations.
The quality and design of business cards continue to be important, reflecting the individual's professionalism and status.
Significance of Digital Business Cards with NFC Function:
In today's digital age, the significance of having a business card versus a digital alternative with NFC (Near Field Communication) function varies depending on the context and cultural norms:
Left: LinkedIn QR Code / Right: Hendshake's NFC & QR Code Digital Business Card
Pros of Digital Business Cards with NFC Function:
Convenience: NFC-enabled digital business cards allow for seamless exchange of contact information with a simple tap of smartphones.
Sustainability: They eliminate the need for paper-based business cards, reducing environmental impact.
Multimedia Integration: Digital cards can include multimedia elements such as links to portfolios, videos, or social media profiles, providing a more comprehensive overview of the individual's professional background.
Cons of Digital Business Cards with NFC Function:
Cultural Sensitivity: In certain cultures, particularly in Asia, the tradition and formality associated with physical business cards still hold significant value. Digital alternatives may not be as well-received in these contexts.
Accessibility: While NFC technology is becoming more widespread, not all smartphones support this feature, potentially limiting the effectiveness of digital business cards in certain situations.
Personal Touch: Physical business cards allow for a tactile and personal exchange during face-to-face interactions, which may not be replicated with digital alternatives.
While the significance of business cards has evolved with advances in technology and changes in cultural norms, they still hold value in both Western and Asian business contexts. The choice between traditional paper-based cards and digital alternatives with NFC function depends on factors such as cultural preferences, convenience, and individual preferences. Ultimately, a well-executed business card, whether physical or digital, can still make a lasting impression in professional settings.
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In this Infographic, you should learn about Navigating the Human Element and Essential People Management Skills. To know about more this do visit the link: https://empmonitor.com/blog/people-management-skills/
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Unlock Team Growth & Crush Sales Targets: Expert Sales Leadership Coaching
Empower your sales leaders and team for explosive growth! Groval Selectia, your trusted Growth Partner, offers personalized sales leadership coaching in Bangalore. We help you:
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"Celebrating the success of our participants as they step into the corporate world with confidence and competence. Congratulations on your well-deserved placements! We provide Business Analyst Training in Pune.
#strategicplanning#artificialintelligenceai#futureofwork#peoplemanagement#careerdevelopment#digitaltransformation#careersuccess#hrtech#careergrowth
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Effective people management skills are essential for any organization. They help managers to create a productive and effective team, identify and address problems early on, and motivate employees.
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Managing people can be stressful and isolating. Here are 5 self-care tips to take care of yourself without compromising on work.
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A significant part of running a business is hiring an efficient team. Here are some tips for ensuring you get the right people for your business.
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MANAGEMENT FROM HEART SIMPLE LESSONS FROM HISTORY 6/45 Continuous improvement, development and growth is the key to Organizations sustainability and perenniality. Complacency and overconfidence of the Top Management owing to a successful product and the reluctance to invest in improvements, growth and development continuously brings the Organization to a stage where catastrophic, drastic changes become inevitable... Let us build great Organizations. AB-MFH (#managementfromheart) From the book Management from Heart - For the New Generation... #management #leadership #leaders #entrepeneurs #entrepeneurship #managementfromheart #quotes #managementquotes #motivation #inspiration #coaching #team #mindset #leadershipdevelopment #leadershipskills #managementskills #managementdevelopment #peoplemanagement #leadershipqualities #managementstyle #success #teamwork #happiness #mindfulness #employeeengagement #culture #performance #communication #business https://www.instagram.com/p/CqCQxgurIeB/?igshid=NGJjMDIxMWI=
#managementfromheart#management#leadership#leaders#entrepeneurs#entrepeneurship#quotes#managementquotes#motivation#inspiration#coaching#team#mindset#leadershipdevelopment#leadershipskills#managementskills#managementdevelopment#peoplemanagement#leadershipqualities#managementstyle#success#teamwork#happiness#mindfulness#employeeengagement#culture#performance#communication#business
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Informasi Seminar Emotional Intelligence on People Management. Training Emotional Intelligence on People Management tersedia public training dan in house training. Pelatihan Emotional Intelligence on People Management online dan offline class. https://www.informasi-seminar.com/training-almost-running-maret/ Info seminar training lengkap: WA: 0851-0197-2488 Jadwal training lengkap: https://www.informasi-seminar.com | Training Emotional Intelligence | Pelatihan People Management | #emotional #emotionalintelligence #peoplemanagement #management #manajemen #sdm #hrd #intelligence #publictraining #inhousetraining #infoseminar #infotraining #jadwaltraining2023 (di Kelapa Gading) https://www.instagram.com/p/CpU0mifJlPo/?igshid=NGJjMDIxMWI=
#emotional#emotionalintelligence#peoplemanagement#management#manajemen#sdm#hrd#intelligence#publictraining#inhousetraining#infoseminar#infotraining#jadwaltraining2023
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People with disabilities often exemplify the qualities employers seek, including adaptability and resourcefulness.
What’s more, disability is diversity, and therefore a key component of workplace diversity, equity, inclusion and accessibility (DEIA).
Recruiting and hiring qualified people with disabilities doesn’t have to be challenging, we at Odiware supports DEIA efforts and helps companies hire right people with right skills
Contact us at - https://www.odiware.com/contact-us/
For Regular Updates: 👇
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TOP 4 BEST PRACTICES FOR EMPLOYERS DURING RAMADAN
🌙Ramadan provides a timely opportunity to underscore the significance of accommodating Muslim employees who are observing this sacred period within the Islamic calendar. There are 4 key considerations for employers to bear in mind during Ramadan.
1. Promote an environment where employees feel comfortable expressing their religious practices.
While fasting employees typically maintain regular attendance at work, they should feel empowered to inform their employer about their fasting practice. It's essential to approach this matter sensitively, ensuring that employers and employees refrain from prying, as some individuals may feel uneasy divulging details about their religious beliefs.
It's crucial for employers to avoid assuming that all fasting employees desire special treatment. Notably, not all individuals observing Ramadan will necessarily be fasting. Certain exemptions exist, such as for individuals with health conditions or those who are pregnant or breastfeeding.
Striking a delicate balance, employers can disseminate information about the fasting period via their intranet, inviting employees to communicate their needs during Ramadan. This approach fosters an environment where employees feel supported and accommodated.
Furthermore, employers may consider consulting with employee faith networks and external religious organizations before implementing any modifications to working practices. This proactive step ensures that any adjustments made are respectful and inclusive of diverse religious perspectives.
2. Employers can enhance awareness of significant religious occasions.
For instance, disseminating Ramadan dates and providing insight into fasting practices enables employees to exhibit sensitivity towards employees observing the fast. This proactive approach aids managers in anticipating potential requests for annual leave.
Supporting individuals during Ramadan involves simple yet impactful actions:
🌙 Refraining from imposing additional tasks during fasting periods, such as overtime.
🌙 Demonstrating consideration by abstaining from offering food or beverages.
🌙 Avoiding work events centered around food, like working lunches or meetings with food spreads.
🌙 Steering clear of scheduling crucial meetings, such as performance appraisals, late in the day when energy levels may be diminished.
3. Offer Flexibility in Work Schedules
An invaluable support employers can provide to employees observing Ramadan is the flexibility to adjust their working hours.
Employers must recognize that employees may alter their routines, waking earlier for pre-dawn meals and staying up late for evening prayers. These adjustments, coupled with fasting during daylight hours, can result in fatigue and diminished focus.
During Ramadan, employers can implement temporary measures to accommodate employees by:
🌙 Allowing them to commence work earlier than usual, facilitating an early departure.
🌙 Offering flexibility in lunch breaks, whether by shortening the duration or adjusting the timing earlier or later in the day.
🌙 Embracing hybrid working can create a supportive and inclusive environment that honors the religious observances of their employees while maintaining productivity and efficiency in the workplace.
4. Facilitate Annual Leave Requests When Feasible
Employers should anticipate a surge in holiday requests from Muslim employees during Ramadan, especially surrounding the culmination festival, Eid al-Fitr.
To minimize the risk of discrimination, it's crucial to advocate for employers to implement a consistent approach to handling leave requests. Declination should be based solely on valid business justifications.
🌙A significant aspect of Ramadan entails the observance of fasting from dawn until dusk by many Muslims. Additionally, adherents often seek to devote time to prayer, partake in acts of charity, and connect with loved ones in celebration.
🌙Throughout this period, numerous Muslim individuals encounter the task of harmonizing their religious obligations with professional responsibilities. To foster an environment of exclusivity, it is imperative that human resources, and employees extend support to employees undertaking the observance of Ramadan.
🔍 Stay ahead of industry trends and insightful information, where proactive sourcing meets strategic foresight. Connect with Jordache Wee today to elevate your organization’s talent acquisition strategies and drive success in the dynamic landscape. Email: [email protected] or WhatsApp/call: +601-2502-9720
#RecruitmentFirm#BestRecruiters#Malaysia#Recruitment#GlobalRecruitment#Headhunting#Headhunter#BusinessDevelopment#Professional#TalentAcquisition#StaffingSolutions#HumanResource#HumanCapital#PeopleManagement#JordacheWee#Recruiter#ImHereForYou
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9 Worst HR Policies Which Should Have Been Removed Long Back!
Contrary to the common notion, a human resource department is a crucial part of every organization. Many believe that the human resource department is a liability; however, the success of an organization depends on it. Hunting and recruiting the right candidates while keeping the current employees happy to maintain all the records is no easy task. And we surely respect them for carrying out all critical tasks so smoothly. However, there are some HR policies that not only do not make any sense but are also downright unethical.
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Here are nine of them that we think should have been removed from the HR policies long back:
1. Three Month-Notice Period
If you are working with a multinational company, you must be aware of this policy. A notice period of more than 30 days is considered to be unethical by employees who are willing to leave the organization for some reason. When companies hire a new candidate, they expect him or her to join immediately. Hence, they should not make their employees serve a notice period of three months.
2. 45 Days for the Full & Final
When an employee decides to leave an organization, he or she does not receive a month’s salary, thanks to an F&F of 45 days. The period of 45 days is completely unjustified as the process can be taken care of in less than 45 days. The forty-five days might still be okay, but when that duration increases and becomes 60 days then it becomes a problem. On top of that, no response from HR despite continuous emails and calls makes the entire experience even worse. If there’s a system that needs to be followed by every employee, it’s HR’s responsibility to ensure that that system is being followed.
3. Fixed Time for Coffee & Loo Breaks
Now there is a reason why the act of going to the washroom is called “Nature’s call”. It simply means that humans have no control over it and should address the call wherever and whenever it is required. The HR policy to put a tab on coffee and loo breaks should be termed illegal. An employee is a full-grown adult and it is extremely annoying to be told how many times they are allowed to use the washroom.
4. Unfavorable Leave Policy
Where some companies allow their employees to take a few days off, with the managers being understanding and accommodating towards their teammates, some companies treat their employees like criminals when they ask for a leave. Well, if an employee is entitled to have annual casual and sick leaves, they should also be allowed to utilize them. The unfavorable leave policy should be removed for a healthy work culture and work-life balance.
5. Working Weekends
Weekend…..what weekend? There is a thing called work-life balance, but sadly many organizations do not understand the concept of giving their employees a day off to enjoy family time. It is not surprising that millennials are frustrated and are suffering from depression and burnout due to workload. Asking your employees to work on weekends or anytime which is not their official working hours, without even compensating them for the same, is unethical.
6. Terminating an Employee For Being Late
If you have not been living under a rock, you must remember the incident when a man got fired for being 20 minutes late for the first time in 7 years. Yes, this is the injustice we are talking about. If companies expect their employees to work for late hours just to show their dedication, they should also expect that a person can be 20 minutes late. RIGHT?
7. Offering Less Salary to Prospective Employees
If you have ever received a call from the recruiter, you must be aware of how HRs talks when it comes to disclosing salary information. It is more of a practice than a policy, but either way, it is not conducive to a person’s growth. When you have a talented prospect that perfectly fits the bill and surpasses all your criteria and asks for a salary that comes under your budget bracket, then it doesn’t make sense to offer a lower salary without disclosing the budget.
8. Firing Someone for Moonlighting
What an employee does outside their working hours should not be a concern for any organization (except if they are indulged in criminal activities). A couple of weeks ago, Wipro terminated more than 300 employees because of moonlight. Moonlighting is a term used for employees who have taken on additional projects through freelancing. Of course, employees should not trade company secrets or policies with direct competitors. But other than that a company should mind its own business.
9. Making Employees Pay for Breach of Employment Bond
First of all, it is completely illegal to make anyone sign a bond. On top of that making, your employees pay for breaking the employment bond is completely unethical. No employer can ask employees to pay for breaking the employment bond if they haven’t incurred any expenses in the special training of an employee.
These HR policies do more harm than good to employees who are investing their 9-10 hours in the growth of an organization. We believe these policies should be removed, what do you feel? Share your thoughts with us in the comment section.
The idea of managing a business is easier said than done and we completely agree with you. This is why to help you move forward with your business goals, we at Bada Business offer an exclusive Business Coaching Program that comes with Foundation courses, specialized courses, and value-added courses. To know more, visit: www.badabusiness.com
Source: https://news.badabusiness.com/hr-people-management/9-worst-hr-policies-which-should-have-been-removed-long-back-11459.html
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Harmonizing Sales Forces: Crafting Success through Hunter-Farmer Synergy
In the dynamic world of sales, achieving high-performance requires a strategic blend of hunters and farmers. Recognizing distinct personality traits is crucial for effective sales planning and people management. The key to success lies in understanding individual strengths, team capabilities, and aligning them with set targets.
#SalesLeadership#TeamPerformance#SalesStrategy#HunterAndFarmer#BusinessGoals#CompetencyAnalysis#SuccessPlanning#PeopleManagement
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Sprout Solutions and the People Management Association of the Philippines (PMAP) has organized an event for human resources and management practitioners titled "The State of HR: Key Insights and a Practical Roadmap to Optimize Your HR Practice" held at Makati Diamond Residences. Topics presented include retaining and growing talents, capability maturity model for HR, HR digitization, compensation and benefits. #NewsMediaNest #hr #humanresources #peoplemanagement #pmap #sprouthr #sproutsolutions #sproutph (at Makati Diamond Residences) https://www.instagram.com/p/Cf-Ak9sh5r3/?igshid=NGJjMDIxMWI=
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A reputation for a strong culture of people development can make all the difference for companies in a tight labor market. Organizations that make learning and development a priority and a part of their mission can create a virtuous cycle and improve the odds of success in attracting, advancing, and retaining talent.
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