DialResults and Datamanagement Services Merge

Written by Richard Logan


From: Richard Logan November 19, 2003 3:27 PM

Subject: RE: Press Release http://www.dialresults.com DialResults, Inc. and Data Management Services http://www.data-man.com announce merger.

DialResults, Inc., a leader inrepparttar predictive dialer arena, announced today a merger with Data Management Services, a provider of custom software, database development as well as Microsoft® Products.

MESA, ARIZONA – November 21, 2003 – DialResults, Inc., a leader inrepparttar 104808 Predictive Dialing / Call Center industry, announced todayrepparttar 104809 merger with Data Management Services, who provides custom software and database development using Microsoft® technologies –.Net, SQL Server, ASP.Net, Visual Basic, and Access. They also provide Microsoft® Business Solutions Software. The merger will strengthen both companies’ customer service base as well as increaserepparttar 104810 types of products they offer. While atrepparttar 104811 same time, decrease overhead by combining resources and office space.

“It’s not very often you come across two companies who’s core values, work ethic, integrity and energy are so amazingly compatible,” commented Dennis Robbins, DialResults’® President and CEO. “We are very excited about what this merger will mean to our customers as well as to our ability to reach other markets formerly out ofrepparttar 104812 realm of what we offered.”

DialResults is a certified reseller of Dell® computers and Data Management Services is a certified Microsoft® reseller. They also provide Microsoft® Business Solutions – Solomon and Customer Relationship Management (CRM). Withrepparttar 104813 combination of these two resources this new collaboration will provide for a broad based coverage of what both companies’ customers look for when seeking hardware and software solutions.

What an Emotional Intelligence Program Can Do For Your Organization in 2004

Written by Susan Dunn, MA, Psychology, The EQ Coach


The problems of low productivity, poor judgment, bad decisions, hiringrepparttar wrong people and losingrepparttar 104807 right people, unmotivated employees, lack of teamwork, and poor self-management lie wirhrepparttar 104808 emotions. So dorepparttar 104809 solutions.

Studies have shown that raisingrepparttar 104810 overall EQ in an organization positively affectsrepparttar 104811 bottom line.

We are not talking about a touchy-feely-huggy experience. Emotional Intelligence is based on empirical data, scientifically based, and consists of basic competencies that can be learned. It’s about some serious emotional management – accommodating various personalities and cultural backgrounds, maintaining respect, managing turf wars, resolving conflict, and building efficiency, flexibility and integrity through all levels of your organization.

Emotional Intelligence is non-invasive. It doesn’t go into “why”. Rather it teaches specific skills for understanding and managing emotions in everyday situations. If you think of a time when you saw an employee crater, because of fear or anxiety, you’ve also seen emotion at work.

Emotional Intelligence is learned behavior. It means being aware of your own emotions, understanding them, and managing them to bring about positive results, and being able to do this in regards to others.

MULTICULTURAL It is particularly important in a diverse or multicultural environment to establish a company culture of Emotional Intelligence, because it means there will be one culture that employees can understand and adhere to.

Otherwise, because different cultures do things differently, they'll be forced to think when they should be acting.

For instance, if one department is Intentional, that is, they say what they mean and they mean what they say (deadlines for instance), and another department doesn’t, how isrepparttar 104812 employee to maneuver this situation? It means “learning” that Bill expects deadlines to be met, but Mary doesn’t, instead of havingrepparttar 104813 company culture that deadlines will be met, intentionally.

EQ v. IQ EQ isrepparttar 104814 measurement of Emotional Intelligence. We say that an individual has high EQ or low EQ. EQ can be developed overrepparttar 104815 lifespan, unlike IQ, which is more-or-less set in early adulthood. Many of your employees are probably competent in their jobs skills. They haverepparttar 104816 academic education,repparttar 104817 vocational training,repparttar 104818 computer skills, specific experience in their fields, andrepparttar 104819 proficiencies to perform their jobs adequately, yet it is likely some are far better at gettingrepparttar 104820 job done, and far easier to work with than others. The defining factor is Emotional Intelligence.

Here are three Emotional Intelligence competencies and how they work inrepparttar 104821 office environment.

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