Management Training Videos 管理培訓錄像節目
Organisational Development 組織發展
Organisational Culture 組織文化
Forget For Success
新的觀念
This video will show you how to walk away from outdated, computer productive beliefs and people practices. Some phrases standng in the way of success include. "Supervisors are responsible for employee behavir"and "People need to be managed." In a series of right way/wrong way vignettes your customers will discover how outdated practices negatively effect outcome nad how new, productive beliefs and behaviors promote positive results.
Key training points:
- To simulate evaltion and discussion of cliched ideas and outdated.
- To suggest effective alternative to such ideas
- To provide skills for evaluating any operating idea or principle and test its relevance in an organizational structure.
管理的觀念必須跟隨時代步伐而轉變，以往行得通的方法未必適合現今的工作環境。本節目幫助管理人員以新角度在瞬息萬變的商業世界中力爭上游。備有粵語及國語配音。
22 mins.
English/Cartonese/Mandarin
新的觀念
This video will show you how to walk away from outdated, computer productive beliefs and people practices. Some phrases standng in the way of success include. "Supervisors are responsible for employee behavir"and "People need to be managed." In a series of right way/wrong way vignettes your customers will discover how outdated practices negatively effect outcome nad how new, productive beliefs and behaviors promote positive results.
Key training points:
- To simulate evaltion and discussion of cliched ideas and outdated.
- To suggest effective alternative to such ideas
- To provide skills for evaluating any operating idea or principle and test its relevance in an organizational structure.
管理的觀念必須跟隨時代步伐而轉變，以往行得通的方法未必適合現今的工作環境。本節目幫助管理人員以新角度在瞬息萬變的商業世界中力爭上游。備有粵語及國語配音。
22 mins.
English/Cartonese/Mandarin
A Journey into The Heroic Environment
英雄榜樣式管理風格
Here, in the symbolic concept of a cross-country train trirp, this video introduces the concepts of the Heroic Environment and the eight principles that accomplish it. These principles were distilled from responses to 17 million questionnaires worldwide.
Eight principles that include values such as uncompromising truth and trust, as well as concepts such as unselfish mentoring, openness to new ideas, risk taking and putting the interests of others first.
英雄具有廣闊的胸襟，做每件事都會為他人著想。當我們在這種英雄式工作環境中受到尊重，得到信任、尊嚴和工作滿足感，便能夠發揮自己的潛能。與其尋找心目中理想的工作，倒不如繼續留下改變現有的工作環境。備有粵語及國語配音。
31 mins.
English/Cantonese/Mandarin
英雄榜樣式管理風格
Here, in the symbolic concept of a cross-country train trirp, this video introduces the concepts of the Heroic Environment and the eight principles that accomplish it. These principles were distilled from responses to 17 million questionnaires worldwide.
Eight principles that include values such as uncompromising truth and trust, as well as concepts such as unselfish mentoring, openness to new ideas, risk taking and putting the interests of others first.
英雄具有廣闊的胸襟，做每件事都會為他人著想。當我們在這種英雄式工作環境中受到尊重，得到信任、尊嚴和工作滿足感，便能夠發揮自己的潛能。與其尋找心目中理想的工作，倒不如繼續留下改變現有的工作環境。備有粵語及國語配音。
31 mins.
English/Cantonese/Mandarin
Own It! - Take Ownership of Your Job
自我擁有的態度
Owen the “OWN IT!” guy introduces you to the good
people of one of the nation’s most successful pediatric
clinics and helps you establish that culture in your
organization by presenting the four key principles of job
ownership:
Caring about what you do
Being a team player
Going above and beyond
Being proud of what you do and where you do it.
OWN IT! shows that when employees own their jobs, productivity improves, customers remain loyal, and frowns turn into smiles.
如果機構能夠令到員工在工作上採用自我擁有的態度，生產力便會提高，顧客亦會感到滿意和可以建立更融洽的工作環境。備有中文字幕、粵語及國語配音。
31 mins.
English/Chinese subtitles/Cantonese/Mandarin
自我擁有的態度
Owen the “OWN IT!” guy introduces you to the good
people of one of the nation’s most successful pediatric
clinics and helps you establish that culture in your
organization by presenting the four key principles of job
ownership:
Caring about what you do
Being a team player
Going above and beyond
Being proud of what you do and where you do it.
OWN IT! shows that when employees own their jobs, productivity improves, customers remain loyal, and frowns turn into smiles.
如果機構能夠令到員工在工作上採用自我擁有的態度，生產力便會提高，顧客亦會感到滿意和可以建立更融洽的工作環境。備有中文字幕、粵語及國語配音。
31 mins.
English/Chinese subtitles/Cantonese/Mandarin
Step Up, Speak Up!
敢作敢言
Step Up, Speak Up offers viewers a way to be an effective "stop sign", to remind their co-workers of the importance of respect and tolerance in a well-running work environment.
Team environments, close working relationships, and friendships are the "comfort zones" where we are more likely to display, observe, and accept intolerant/abusive attitudes and behaviors. Remarkably, these comfort zones, (the places where we are the most reluctant to step up and speak up) are also the places where we can be the most successful in building a more tolerant and respectful workplace.
身處多元文化的社會和工作環境，人與人之間融洽地相處是十分重要。騷擾行為、不耐煩、偏執與不敬的態度會破壞和諧的關係。成為一個敢作敢言的人，在適當的時候提點與鼓勵其他人，有助解決彼此間的分岐。同事間的互相包容與尊，可創造和維繫優良的工作環境，發揮團隊的最佳狀態。備有中文字幕、粵語及國語配音。
22 mins.
English/Chinese subtitles/Cantonese/Mandarin
敢作敢言
Step Up, Speak Up offers viewers a way to be an effective "stop sign", to remind their co-workers of the importance of respect and tolerance in a well-running work environment.
Team environments, close working relationships, and friendships are the "comfort zones" where we are more likely to display, observe, and accept intolerant/abusive attitudes and behaviors. Remarkably, these comfort zones, (the places where we are the most reluctant to step up and speak up) are also the places where we can be the most successful in building a more tolerant and respectful workplace.
身處多元文化的社會和工作環境，人與人之間融洽地相處是十分重要。騷擾行為、不耐煩、偏執與不敬的態度會破壞和諧的關係。成為一個敢作敢言的人，在適當的時候提點與鼓勵其他人，有助解決彼此間的分岐。同事間的互相包容與尊，可創造和維繫優良的工作環境，發揮團隊的最佳狀態。備有中文字幕、粵語及國語配音。
22 mins.
English/Chinese subtitles/Cantonese/Mandarin
Spirit of Individualism
發揮自我精神
With the current focus on group performance and productivity, it's easy to overlook the value of the individual. Yet a single person can have the most remarkable impact on your organization. Spirit of Individualism explores the value of empowering each person to develop self-leadership and a stronger, more effective organization. This dynamic training tool is based on Stanley M. Herman's best selling book, The Force of Ones.
Eight principles that include values such as uncompromising truth and trust, as well as concepts such as unselfish mentoring, openness to new ideas, risk taking and putting the interests of others first.
現今商業社會講求團隊合作，然而每個人都有獨特的個性與專長。本節目介紹如何幫助員工對自己同前境充滿信心和在工作上得到滿足感。備有粵語及國語配音。
22 mins.
English/Cantonese/Mandarin
發揮自我精神
With the current focus on group performance and productivity, it's easy to overlook the value of the individual. Yet a single person can have the most remarkable impact on your organization. Spirit of Individualism explores the value of empowering each person to develop self-leadership and a stronger, more effective organization. This dynamic training tool is based on Stanley M. Herman's best selling book, The Force of Ones.
Eight principles that include values such as uncompromising truth and trust, as well as concepts such as unselfish mentoring, openness to new ideas, risk taking and putting the interests of others first.
現今商業社會講求團隊合作，然而每個人都有獨特的個性與專長。本節目介紹如何幫助員工對自己同前境充滿信心和在工作上得到滿足感。備有粵語及國語配音。
22 mins.
English/Cantonese/Mandarin
Stop The Clock Felxibility at Work (4 Modules)
調節時間：彈性工作
Which matters more in your workplace? Being there and looking busy? Or getting results? In this program shows how flexible working helps people and the organizations they work for, and introduces some alternatives to the “9to 5” norm. And there are practical steps for managers and individuals to plan, achieve and manage the flexibility they need.
彈性工作是指在完成規定的工作任務或遙固定的工作時間長度的大前提下，員工可自由選擇工作的具體時間安排，以代替統一時間的上下班制度。本系列介紹這個被視為取代朝九晚五聘僱工作的新主流工作方式。備有中文字幕。
Video 1 – Module 1. Flexibility: Why? & Module 2. Flexibility: How?
彈性工作：原因及方法
People suffer and their work suffer when productivity is measured by mererly “being there”. Many people will recognize themselves or their workplace in this drama scene, showing what goes wrong for staff and the employer in the absence of flexibility. Real examples of flexible working from Barclays Bank, Hertfordshire County Council, the BBC World Service and University College London Hospitals Trust show what can be achieved, and who benefits. Job sharing, reduced hours and working from home are shown.
有些人會以出勤上班為量度生產力的指標，但其實有很多工作是無須固定時間或地點上班。如果能夠更有彈性安排工作的時間可有效提高工作效率。本節目介紹彈性工作的優點及方法，並列舉柏克萊銀行，赫特福德郡議會，英國廣播公司及倫敦大學學院醫院的成功例子。備有中文字幕。
Video 2 – Module 3. Getting Flexibility & Module 4. Managing Flexibility
彈性工作：實行及管理
To get the flexibility you need in working patterns, hours or place, you have to know how to ask for it, and be clear exactly what you are asking for. Consider its impact on you, your colleagues and your manager. There may be alternatives: be ready to compromise! Introduce flexible working on a planned basis after involving the team. Use innovative ways to manage it: communicate, have clear measures for managing performance, trust staff. Responsibility for making it work should be shared between managers and staff.
彈性工作帶來很多益處，要實行就必須要精心規劃和管理。本節目介紹實行彈性工作的各種方式，如何考量個人和同事及對機構的影響，制定具體提議與雙贏方案，如何有效溝通，清晰量度表現及信任員工。備有中文字幕。
33 & 17 mins
English with Chinese subtitles
調節時間：彈性工作
Which matters more in your workplace? Being there and looking busy? Or getting results? In this program shows how flexible working helps people and the organizations they work for, and introduces some alternatives to the “9to 5” norm. And there are practical steps for managers and individuals to plan, achieve and manage the flexibility they need.
彈性工作是指在完成規定的工作任務或遙固定的工作時間長度的大前提下，員工可自由選擇工作的具體時間安排，以代替統一時間的上下班制度。本系列介紹這個被視為取代朝九晚五聘僱工作的新主流工作方式。備有中文字幕。
Video 1 – Module 1. Flexibility: Why? & Module 2. Flexibility: How?
彈性工作：原因及方法
People suffer and their work suffer when productivity is measured by mererly “being there”. Many people will recognize themselves or their workplace in this drama scene, showing what goes wrong for staff and the employer in the absence of flexibility. Real examples of flexible working from Barclays Bank, Hertfordshire County Council, the BBC World Service and University College London Hospitals Trust show what can be achieved, and who benefits. Job sharing, reduced hours and working from home are shown.
有些人會以出勤上班為量度生產力的指標，但其實有很多工作是無須固定時間或地點上班。如果能夠更有彈性安排工作的時間可有效提高工作效率。本節目介紹彈性工作的優點及方法，並列舉柏克萊銀行，赫特福德郡議會，英國廣播公司及倫敦大學學院醫院的成功例子。備有中文字幕。
Video 2 – Module 3. Getting Flexibility & Module 4. Managing Flexibility
彈性工作：實行及管理
To get the flexibility you need in working patterns, hours or place, you have to know how to ask for it, and be clear exactly what you are asking for. Consider its impact on you, your colleagues and your manager. There may be alternatives: be ready to compromise! Introduce flexible working on a planned basis after involving the team. Use innovative ways to manage it: communicate, have clear measures for managing performance, trust staff. Responsibility for making it work should be shared between managers and staff.
彈性工作帶來很多益處，要實行就必須要精心規劃和管理。本節目介紹實行彈性工作的各種方式，如何考量個人和同事及對機構的影響，制定具體提議與雙贏方案，如何有效溝通，清晰量度表現及信任員工。備有中文字幕。
33 & 17 mins
English with Chinese subtitles
Who Are "They" Anyway
停止抱怨，學會負責
Here’s the scenario in many organizations: Employees blame management for their problems; managers are frustrated and blame employees for not taking initiative; and departments blame each other. “They never listen;” “they spend all the money while we make it;” “they never tell us what’s going on;” “they think they can get away with that?” Grumbling and complaining provide the soundtrack for the daily drama that gets enacted in businesses large and small. And everyone thinks it’s some else’s job to do something!
This entertaining and enlightening video is designed to help you and your organization make the shift from looking for “them” to blame to realizing that there IS no “them” and beginning to accept personal accountability. The training designs, participant handouts, group’s discussion questions, and individual exercises are all aimed at providing a powerful catalyst to help everyone in the organization understand that personal responsibility is a choice.
無論在工作或日常生活上，你總會聽過或自己也曾抱怨過別人的不是，人們互相的抱怨，甚至把自己的問題歸咎於其他人身上。那麼歸根究底，問題的出現應該由誰來承擔責任呢？本節目出自暢銷書籍《停止抱怨 學會負責》，著名培訓顧問和作者加拉格爾認為，若我們能夠從容面對出現的問題，更積極和主動地掌握並主宰自己的生活，以進取心勇於承擔個人的責任才是最重要的。備有中文字幕。
17 mins
English with Chinese subtitles
停止抱怨，學會負責
Here’s the scenario in many organizations: Employees blame management for their problems; managers are frustrated and blame employees for not taking initiative; and departments blame each other. “They never listen;” “they spend all the money while we make it;” “they never tell us what’s going on;” “they think they can get away with that?” Grumbling and complaining provide the soundtrack for the daily drama that gets enacted in businesses large and small. And everyone thinks it’s some else’s job to do something!
This entertaining and enlightening video is designed to help you and your organization make the shift from looking for “them” to blame to realizing that there IS no “them” and beginning to accept personal accountability. The training designs, participant handouts, group’s discussion questions, and individual exercises are all aimed at providing a powerful catalyst to help everyone in the organization understand that personal responsibility is a choice.
無論在工作或日常生活上，你總會聽過或自己也曾抱怨過別人的不是，人們互相的抱怨，甚至把自己的問題歸咎於其他人身上。那麼歸根究底，問題的出現應該由誰來承擔責任呢？本節目出自暢銷書籍《停止抱怨 學會負責》，著名培訓顧問和作者加拉格爾認為，若我們能夠從容面對出現的問題，更積極和主動地掌握並主宰自己的生活，以進取心勇於承擔個人的責任才是最重要的。備有中文字幕。
17 mins
English with Chinese subtitles
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