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PREMIUM AUTHOR'S PROFILE


Marnie E. Green
Principal Consultant

Premium Author Marnie E. Green

Chandler, Arizona, USA

Employer:

Personal Web site:

Memorable Quotes:

Development is not optional!

Brief biography:

Marnie Greenís goal, via her Management Education Group, is to guide organizational leaders through their workplace challenges. To accomplish this objective, her firm provides valuable step-by-step programs and facilitation services that create more effective leaders and team members. As a veteran human resource developer, she promises that participants will walk away from the programs she presents with practical ideas and skills.

Green is the author of Painless Performance Evaluations: A Practical Approach to Managing Day to Day Employee Performance, recently published by Pearson/Prentice Hall (2006).

Her clients include dozens of municipalities, counties, and government agencies of all types, including the U.S. Bureau of Land Management, the County of San Diego, and the cities of Las Vegas, NV and San Jose, CA. Marnie also served on an international team of trainers, course developers, and medical doctors to create a system-wide change program for the World Health Organization in Geneva, Switzerland and the Egyptian Ministry of Health. She continues to consult on an international basis, with clients on four continents.

Her accomplishments include establishing leadership development programs for the Best Run City in the World, Phoenix, Arizona, facilitating strategic planning and team building processes for successful, high growth entrepreneurial firms, and becoming a successful entrepreneur herself, serving clients across the globe. On a personal note, she recently reached the top of Africaís highest peak, Mt. Kilimanjaro.

Marnie holds a bachelorís degree in Personnel Management and a Masterís degree in Business Administration-Finance, both from Arizona State University. She is on the faculties of the University of Phoenix and the University of Phoenix Online, facilitating courses in Human Relations and Organizational Behavior, Human Resource Management, Public Speaking, and Legal Issues.

Active in several professional associations, Marnie is a member of the American Society for Training and Development, the Society for Human Resource Management and has served on the board of directors for the Arizona Chapter of the International Personnel Management Association. She is a frequent speaker at local, national, and international conferences on workforce-related issues including Leadership Development, Recruiting and Retaining Top Talent, The Future Workforce, and Performance Management.


ARTICLES BY MARNIE E. GREEN


A buzz continues around the idea that performance evaluations are an evil endeavor. Books have been written touting the notion that organizations should throw away their performance evaluation syste...
If you are responsible for completing performance evaluations for employees, be prepared to answer the age-old question: "What does it take to get a ____ rating?" Regardless of the scale used in yo...
Goals should be developed with employee input and focus on what matters most. This article provides some tips to develop specific, measurable, and time-focused goals that will challenge the employee.
The†regularly scheduled one-on-one is a powerful management tool. This article provides tips to prepare for your next O-o-O with an employee.
This article provides a great example of public sector innovation.Leaders who ask these tough questions are the ones who will redefine what it means to serve the public.
This article provides suggestions for engaging employees in problem solving.
Employee recognition is an important part of performance management. This article provides ten creative approaches to acknowledging and recognizing employees.
Performance evaluations have the potential to be a productive and hopeful experience for you and your employees. This article provides tips on how to approach evaluations in a painless way.
There are many excuses for not managing employee performance. If you find that you've used any of these excuses, use these examples and make up for it by giving helpful feedback to an employee immedia...
Developing the skills necessary to effectively manage performance, the importance of clear expectations, regular feedback, and meaningful evaluations are a key part of performance management. This art...
This article provides an example of how leaders can use specific optimism to provide direction and encouragement to staff, regardless of how uncertain the future may be. What have you envisioned for t...
Employee recognition is an important part of performance management. This article provides a few tips for acknowledging those around you.
Change is inevitable, and many are probably seeing a resistance to change in organizations right now. The way things "should" be may not be relevant anymore. How can you challenge the beliefs of other...
This article provides eight tips for delivering the layoff message with respect, compassion, and kindness.
If you are facing a job loss, it will be important to recognize that the reactions you are having are normal. This article provides some insight to job loss and layoffs.








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