DialResults and Datamanagement Services MergeWritten by Richard Logan
From: Richard Logan November 19, 2003 3:27 PMSubject: RE: Press Release http://www.dialresults.com DialResults, Inc. and Data Management Services http://www.data-man.com announce merger. DialResults, Inc., a leader in 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 in Predictive Dialing / Call Center industry, announced today 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 increase types of products they offer. While at 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 of 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). With 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 2004Written by Susan Dunn, MA, Psychology, The EQ Coach
The problems of low productivity, poor judgment, bad decisions, hiring wrong people and losing right people, unmotivated employees, lack of teamwork, and poor self-management lie wirh emotions. So do solutions. Studies have shown that raising overall EQ in an organization positively affects 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 is employee to maneuver this situation? It means “learning” that Bill expects deadlines to be met, but Mary doesn’t, instead of having company culture that deadlines will be met, intentionally. EQ v. IQ EQ is measurement of Emotional Intelligence. We say that an individual has high EQ or low EQ. EQ can be developed over lifespan, unlike IQ, which is more-or-less set in early adulthood. Many of your employees are probably competent in their jobs skills. They have academic education, vocational training, computer skills, specific experience in their fields, and proficiencies to perform their jobs adequately, yet it is likely some are far better at getting 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 in office environment.
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