Shannon firm to close after Christmas

first_imgTwitter Linkedin WhatsApp Facebook Print Andrew CareyA SHANNON based electrical switchgear firm is to close with the loss of 63 jobs.Sign up for the weekly Limerick Post newsletter Sign Up At the end of January, Kraus and Naimer is to closing its manufacturing facility in the Shannon Free Zone.The Limerick Post has learned that the closure is due to continued financial losses at the firm.Kraus and Naimer has been sustaining losses for the last number of years.It is understood that the closure is forced due to the impact of weak customer demand due to the global recession.The facility was set up in Shannon in 1973.center_img NewsBreaking newsShannon firm to close after ChristmasBy admin – December 5, 2013 711 Advertisement Email Previous articleLimerick homes at risk of repossessionNext articleGeordie Shore sets Limerick pulses racing adminlast_img read more

How to shape your credit union’s culture

first_img 22SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr,Carletta Clyatt Carletta Clyatt, a popular seminar speaker, is the SVP at The Omnia Group.  She offers clients advice on how to manage more effectively and gain insight into employee strengths, weaknesses … Web: www.omniagroup.com Details Whether or not it has been consciously identified, every company has a corporate culture. And while there’s no physical presence, it subtly influences the entire organization and drives the actions and decisions of your team. Maybe it’s characterized by change, and is therefore dynamic. Maybe it’s aggressive and focused on growth. Possibly, it is focused on being cutting edge, or branded by providing the best customer service. Or less positively, it is characterized by upheaval, unpredictability and chaos. Employees might define your culture as happy or hostile, as fast paced or plodding, as interactive or boring, so it can have a profound impact on employee satisfaction, engagement, everyday operations and the bottom line. Culture can, and should, be a mindful choice, though in many organizations it develops in response to management or industry changes. What creates a corporate culture? A company’s culture is generally dictated by leadership. When things are good, a corporate culture is created by vision, choice and planning. Management decides where they want the company to go and how they want it to get there. In less ideal situations, a corporate culture is created in reaction to something: fear of change, a quick response to industry shifts, a need for strict control.  If it works, maintain it. When an organization has a clear vision about their culture, and the culture works, it’s much easier to use that to ensure positive growth and endure the tough times. Why? Because the employees know what is expected. They feel secure, and they feel included as contributors to their company’s successes. To maintain a successful corporate culture, it is important to: Create a mission statement: Identify the touchstone, the most important value or element of your company, and create a mission statement around it. Communicate your mission to all employees. Make sure it is more than words: Don’t just say it, have policies and procedures that back it up. Reward people whose actions support your company’s vision. Hire people who can fit in: Every employee brings a little something new and different to the table, but make sure the people you hire can agree to and fit in with your culture. Be prepared to change/grow: Times and situations change, struggling to maintain a culture that no longer works can create its own chaos. Be mindful of changes, communicate with members and employees and be flexible. If it doesn’t work, change it. A corporate culture marked by paranoia, low morale, high turnover and tight management restrictions doesn’t work. Such a situation results in unproductive employees, absenteeism and high recruiting and retraining costs. If you notice signs of a sickly corporate culture, there are some steps you can take to change it: Identify the problem(s): Talk to your employees in a safe environment and listen to them. Solicit anonymous feedback. Perform extensive exit interviews. Check out the highest turnover areas. Ask people what they would do to change it, and be prepared to implement viable solutions. Define where you want your company to be: Besides being profitable, what do you want for your organization? What do you want your customers to think of when they see your name? Create a mission statement, and communicate it your employees. Implement changes that will support your mission, and be prepared for some bumps in the road. Change isn’t easy, and some people will resist, but the dangers of maintaining the status quo might be far greater than the risks of trying new things. Discover current employees who can get you there, or coach them to be what you need. Hire people who will contribute to the change you want: Once you know where you are going, recruit people who share your vision. Need help training or hiring people to fit with your corporate culture? Contact your Omnia Client Advisor to review your cultural preferences and discuss training and hiring options.last_img read more

NBA trade rumors: Grizzlies unload Chandler Parsons, $25M contract with Hawks

first_img NBA trade rumors: Bulls searching for deal to move Kris Dunn He has averaged 12.8 points and 4.5 rebounds and 2.8 assists in his career but averaged 7.2 points per game in three seasons with Memphis.His final season with the Grizzlies wasn’t without drama. Sidelined with knee problems, he was cleared to play in late December. The Grizzlies wanted him to play with their G League affiliate before he rejoined the active roster, but Parsons — amenable to a G League stint — wanted a clear timeline on when he would be activated by the NBA team.Parsons chose to leave the team in early January until the issue was resolved. In early February, he was activated and appeared in his first game since Game 3 on Oct. 22.Clearly, Parsons’ stint with the Grizzlies didn’t turn out the way the sides thought it would when he signed a four-year, $94.4 million contract before the 2016-17 season. NBA trade rumors: Heat have inquired about deal for Wizards’ Bradley Beal The Grizzlies, unable to agree on a buyout figure with Chandler Parsons on the $25 million remaining on his contract, have traded the veteran forward to the Hawks for Solomon Hill and Miles Plumlee, ESPN.com reported Wednesday, citing unidentified league sources.The reasoning behind the trade, according to former NBA executive Bobby Marks, now with ESPN: By breaking the $25 million owed to Parsons into two contracts with Hill and Plumlee, the Grizzlies could find it easier to move the players in trades next season. The Hawks, meanwhile, open a roster spot with the two-for-one deal.center_img Hill — acquired by the Hawks from the Pelicans on draft night — is another player who has seen his role decrease since he signed his four-year, $48 million contract in 2016. He averaged close to 30 minutes per game in 2016-17 but saw his minutes fall or fluctuate since with the Pelicans.He has career averages of 5.9 points and 3.3 rebounds.Plumlee has averaged 4.9 points and 4.5 rebounds for five teams. He was acquired by the Hawks in a 2017 trade that sent Dwight Howard to the Hornets. I like what Memphis did with breaking up the $25.1M Parsons contract into 2 contracts (@ $12M per each) that could be easier to move in a future trade.— Bobby Marks (@BobbyMarks42) July 3, 2019All three players are in the final year of their contracts. Hill, 28, has a salary of $12.8 million in 2019-20, while Plumlee, 30, is due $12.5 million.Hampered by chronically troublesome knees, Parsons, entering his ninth season in the NBA, hasn’t played in more than 36 games in each of the past three seasons with the Grizzlies after never playing in fewer than 61 in his first five seasons in the league with the Rockets, who drafted him in 2011, and Mavericks. Related Newslast_img read more