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Besides tailor-made seminars and excursions within
the region, we focus on certain themes where the added value and
experiences of Sophia Antipolis will be used as benchmarking parameters
for other regions and areas of interest.
Parts of these workshops are based upon the findings from two long
series of surveys - The Global Generation Survey and World Values
Survey, which contain surveys from 79 countries of all ages and
is sample-based, using more than 80 percent of the world's population.
(www.worldvaluessurvey.com and www.bikupan.se).
Frontplaces offers direct access to a broad network of international
expertise in different fields of knowledge.
Science Parks and Other Frontplaces
- What is happening to places?
- What should places be doing to solve their problems?
- Science Parks as a Driving Force to Development (why some science
parks will succeed and others won't)
- The Marketing Challenge in Europe
- Place Auditing; four approaches to place development
- The Two Abilities: Strategy and Implementation
- Places as Character; Attractions, People and Infrastructure
- What determines a place's image?
- Organizing for Change?
High Tech and Sustainability
- How to balance Content, Services and Infrastructure
- When Things start to Think
- The Business of Discovery, Information and Education
- Wireless Information Service Environments
- Global Law, Local Orders
- Safety: a tangible means to an elusive end
Creating Value Through Values:
- Human Values and Beliefs: A Global Paradigm Shift
- Trends Affecting Global Competition
- Measuring and Defining Values
- Cutting-Edge Organizations Focus on Values
- The Use of Values in Identifying Market Signals
- How Values Provides Tangible Value for the Organization
- In a M&A situation a "Values Due Diligence-process" needs to
be introduced
- Values must be Everyone's Concern
- Values as a Strategic Tool or a Framework
Identity Management in Organizations Through
Diversity
- Discovering or Creating Identity of an Organization?
- Managing Identity Changes in Organizations
- Relating to the Public Face and the Private Self
- Assessment Research Tools for Identity Management on an organizational
level
- Protecting Identity: Can Identity be Global or Only Local?
- Corporate and Brand Identity on the Internet. Transient Images
and Virtual Identities
Human Resources (HR) Development
- Redefining HR and Managerial Roles. A New Social and Demographic
Reality: The Emergence of the Employee as an Equal Partner in
the Employment Arena - but in an ever confusing world
- HR has shifted from an administrative to a strategic role by
systematically providing value in new ways
- Why do people get burned-out and sick even if they work in
good organizations?
- Changes in Employee Desires and Needs: To Define the Leading
Edge in Retention Management
- What it Takes to Attract and Keep the Best under Highly Challenging
Circumstances; competence evaluation, life long learning , retraining
- Managing a Big-Picture Level: effective strategies adopting
a comprehensive approach that moves from Philosophy to Program
to Practice
- Finding new ways to communicate Values and Culture
- HR must take the position of Identifying new or emerging issues,
programs and ideas and keep it fresh!
Generation Gap
- Generation Gap or a Global Generation - Differences in Young
Peoples Values in between Cultures
- Whom to Trust; Changes in Intergenerational Trust
- The Impact of Differences in Stated Importance of Freedom,
Work, Family, Friends, Leisure, Politics, Religion Between Generations
will be discussed
- Blocked Emotional Energy - the Importance of Feelings in different
Cultures and in between Generations: feel excited, feel restless,
feel proud, feel lonely, feel upset, feel pleased, feel bored,
feel "top of the world" and feel "going your way" are some of
the issues addressed in more than 60 countries to all ages, that
will be analyzed in this workshop theme.
- Life cycle development in attitudes and values
Networking
- Introduction to networks (formal/informal, hidden, personal,
professional)
- Fewer, faster, and less activity managed under the same roof.
The features of the networked organization
- How to coordinate diverse business skills and integrate multiple
streams of formal and informal networks including collective learning
and sharing within the organization
- To improve quality in decisions, to turn intangibles into tangibles
- Return on relationship (ROR)
- Relations, network and communities; three interconnected levels
- Positioning through networks - Network orchestrators
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