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Ladies and gentlemen, dear,

Today, we should celebrate the first anniversary of the different messages of the stretcher board.
mid-2009 was Dehner stood before the alleged bankrupt. It was allegedly paid almost no wages (Testimony Mr. Hoenig).
And just a year ago today the Managing Director Dr. Dehner Flassak announced in the local press, the stretcher is not bad going. Believe it was. Dehner two managers, two different messages. Those who believe it is not stretching like never was in trouble, in the following link to read it yourself.

http://www.augsburger-allgemeine.de/donauwoerth/Firma-Dehner-ist-kerngesund-id7226686.html guess

The interview let me Dr. Flassak and the consolidated report of 2009 (Federal Gazette ) one has shown us in the collective withdrawal by the nose. Well done love Dehner manager. The employees motivated for sure. Since different statements are made, the conclusion no one knows more on what is right. And already, the bosses of the stretcher towards collective agreement. Ehrlich is different.
stretcher to the management. To the last shred of credibility does not also get lost in the workforce, they need to recreate the collective agreement.
For the saying goes:

"WHO ONCE Lie is not believed, EVEN IF IT DOES THEN THE TRUTH! "

When even their own managers (and Mark WGLa manager) only shake of her head hemdsärmligen Umgangmit their employees they should sometimes consider whether they actually make everything right.

Review Blue Ray Upconverter

Ladies and gentlemen, dear,

Today, we should celebrate the first anniversary of the different messages of the stretcher board.
mid-2009 was Dehner stood before the alleged bankrupt. It was allegedly paid almost no wages (Testimony Mr. Hoenig).
And just a year ago today the Managing Director Dr. Dehner Flassak announced in the local press, the stretcher is not bad going. Believe it was. Dehner two managers, two different messages. Those who believe it is not stretching like never was in trouble, in the following link to read it yourself.

http://www.augsburger-allgemeine.de/donauwoerth/Firma-Dehner-ist-kerngesund-id7226686.html guess

The interview let me Dr. Flassak and the consolidated report of 2009 (Federal Gazette ) one has shown us in the collective withdrawal by the nose. Well done love Dehner manager. The employees motivated for sure. Since different statements are made, the conclusion no one knows more on what is right. And already, the bosses of the stretcher towards collective agreement. Ehrlich is different.
stretcher to the management. To the last shred of credibility does not also get lost in the workforce, they need to recreate the collective agreement.
For the saying goes:

"WHO ONCE Lie is not believed, EVEN IF IT DOES THEN THE TRUTH! "

When even their own managers (and Mark WGLa manager) only shake of her head hemdsärmligen Umgangmit their employees they should sometimes consider whether they actually make everything right.

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8th ANNIVERSARY March International Women

Today is International Women's Day.

Today would be a good day management of the stretcher and the equal rights and status of women to men introduce at Dehner.
It's almost scandalous men in the stretcher to get disproportionately more in wages than women. Also in
closer look at the middle and upper levels of management can be seen clearly then women Dehner had very little chance to get into a managerial position. It is now up a small percentage of women who have done so. This has to stop. It would certainly be seen as a positive change if the transactions had once controlled Dehner not testosterone and Hemdsärmlig.

Even today one has to remind how to deal with women Dehner. Especially with mothers. Because you want them total flexibility. The social and personal factors may play no role in the business of Monopoly Dehner Manager. It's embarrassing when you coaxes women and forcing the priority to place only on the business. The families may play a role.

Ladies celebrating your day. But it must not only be their worth since today it every day, we celebrate you.
And your rights and entitlements in the future can also enforce and does not need a separate day for you, you elect a works council. For the works councils are for real equality of women to men.

to celebrate her in the future every day International Women can.

Best collegial greetings to you.

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8th ANNIVERSARY March International Women

Today is International Women's Day.

Today would be a good day management of the stretcher and the equal rights and status of women to men introduce at Dehner.
It's almost scandalous men in the stretcher to get disproportionately more in wages than women. Also in
closer look at the middle and upper levels of management can be seen clearly then women Dehner had very little chance to get into a managerial position. It is now up a small percentage of women who have done so. This has to stop. It would certainly be seen as a positive change if the transactions had once controlled Dehner not testosterone and Hemdsärmlig.

Even today one has to remind how to deal with women Dehner. Especially with mothers. Because you want them total flexibility. The social and personal factors may play no role in the business of Monopoly Dehner Manager. It's embarrassing when you coaxes women and forcing the priority to place only on the business. The families may play a role.

Ladies celebrating your day. But it must not only be their worth since today it every day, we celebrate you.
And your rights and entitlements in the future can also enforce and does not need a separate day for you, you elect a works council. For the works councils are for real equality of women to men.

to celebrate her in the future every day International Women can.

Best collegial greetings to you.

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principles, the last one!

8th We learn from successes and mistakes!

by spontaneous recognition of personal services, we promote job satisfaction.

who works, makes mistakes. We want them to correct them promptly, together and agree on prevention.

self-critical question we ask our actions and others active in for criticism. This may not hurt, but to help us to improve.

criticism we practice among those directly involved. We ask first the facts and give each other the opportunity to respond.

come from past mistakes, we only speak when the error is repeated.

Our success is documented to also learn from success.

Buying Rose Petals In Bulk In Calgary

principles, the last one!

8th We learn from successes and mistakes!

by spontaneous recognition of personal services, we promote job satisfaction.

who works, makes mistakes. We want them to correct them promptly, together and agree on prevention.

self-critical question we ask our actions and others active in for criticism. This may not hurt, but to help us to improve.

criticism we practice among those directly involved. We ask first the facts and give each other the opportunity to respond.

come from past mistakes, we only speak when the error is repeated.

Our success is documented to also learn from success.

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FORUM: Where are the customers?

Dehner has lost 500,000 customers last year. The managers and the remaining leaders pretend they do not know why.
will now include a lot of money in an advertising campaign (Dehner and nature) invested. The success and the objective of this advertising is very doubtful. And the managers, from store managers about the area manager started up in the top ranks can not tell us how much more revenue is generated by it.
Is this the solution of the problem? Instead of advertising agencies pay for the copy the OBI campaign last year, should have been easy just ask the employees. Because we are at the base and hear what the customer thinks about stretcher.
What the managers are too proud for us is purely a matter of course. We want to hear your opinions on the loss of customers in recent years, especially in 2009. Maybe it also has one or the other proposals except how expensive advertising (where the sales target is not defined) binds with little means more customers Dehner.
is our hope that reading the stretcher managing the following comments and accept some improvements. We guarantee the bosses too, we no copyright on such intellectual property of the employment survey. So writes
give what the keys. We are sure the employees are better than any advertising agency analyze why we have this massive loss of customers.
LET'S !

Worried About Him Sayings

FORUM: Where are the customers?

Dehner has lost 500,000 customers last year. The managers and the remaining leaders pretend they do not know why.
will now include a lot of money in an advertising campaign (Dehner and nature) invested. The success and the objective of this advertising is very doubtful. And the managers, from store managers about the area manager started up in the top ranks can not tell us how much more revenue is generated by it.
Is this the solution of the problem? Instead of advertising agencies pay for the copy the OBI campaign last year, should have been easy just ask the employees. Because we are at the base and hear what the customer thinks about stretcher.
What the managers are too proud for us is purely a matter of course. We want to hear your opinions on the loss of customers in recent years, especially in 2009. Maybe it also has one or the other proposals except how expensive advertising (where the sales target is not defined) binds with little means more customers Dehner.
is our hope that reading the stretcher managing the following comments and accept some improvements. We guarantee the bosses too, we no copyright on such intellectual property of the employment survey. So writes
give what the keys. We are sure the employees are better than any advertising agency analyze why we have this massive loss of customers.
LET'S !

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principles, the seventh!

7th We encourage creativity!

We commit ourselves to the principle of continuous improvement.

We observe our surroundings with open eyes and absorb knowledge, improve our work. During the discussion, we listen to each other and offer solutions, instead of formulating problems.

to improve our Work, we are ready to break new ground. We draw on our maneuver we deregulate wherever possible and cross borders if necessary.

good ideas, we transfer companywide .

Capillaries On Baby's Face

principles, the seventh!

7th We encourage creativity!

We commit ourselves to the principle of continuous improvement.

We observe our surroundings with open eyes and absorb knowledge, improve our work. During the discussion, we listen to each other and offer solutions, instead of formulating problems.

to improve our Work, we are ready to break new ground. We draw on our maneuver we deregulate wherever possible and cross borders if necessary.

good ideas, we transfer companywide .

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Springlike Sunday snippets

Brrr, is the cold out there. The sun comes out but the clouds so slow, but really warm may not yet anyway. My cold dose for today I've picked up this morning at the flea market already, once frozen from head to toe. The desire to buy hilt is therefore limited, but a garden journal and this Hübchen stool were allowed to.

It looks a little taken, but does not wobble and has a great shape. I will at first give him scrub and then look even know if he may have a white coat.

Yesterday already I made the first visit to the garden center. Well, the idea I had not alone, but was in sight. A first batch was allowed to spring flowers and was also transplanted the same on the balcony. Now it only needs a fire or other heat sources to reside there.

I hope the poor flowers get a shock if this afternoon of the carnival procession passes by below. Uarg, I could also do without it. Helau.

Therefore, there are now only once a late breakfast with vitamins and a second coffee, maybe yes, then thaw in the last toes.

Who still wants schnupern a little spring, the Spring edition of the Sweet Paul Mag is now online, packed with beautiful things, recipes and ideas! Have a nice Sunday to you all, with or without the red nose!

How To Throw Out Sperm

Springlike Sunday snippets

Brrr, is the cold out there. The sun comes out but the clouds so slow, but really warm may not yet anyway. My cold dose for today I've picked up this morning at the flea market already, once frozen from head to toe. The desire to buy hilt is therefore limited, but a garden journal and this Hübchen stool were allowed to.

It looks a little taken, but does not wobble and has a great shape. I will at first give him scrub and then look even know if he may have a white coat.

Yesterday already I made the first visit to the garden center. Well, the idea I had not alone, but was in sight. A first batch was allowed to spring flowers and was also transplanted the same on the balcony. Now it only needs a fire or other heat sources to reside there.

I hope the poor flowers get a shock if this afternoon of the carnival procession passes by below. Uarg, I could also do without it. Helau.

Therefore, there are now only once a late breakfast with vitamins and a second coffee, maybe yes, then thaw in the last toes.

Who still wants schnupern a little spring, the Spring edition of the Sweet Paul Mag is now online, packed with beautiful things, recipes and ideas! Have a nice Sunday to you all, with or without the red nose!

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great merchandise! Need we say THANK YOU?

was the beginning of the week so far. The much heralded and celebrated premium for 2010 was paid. 800 Euro for full-time employees. TeilzeikollegInnen get proportionately. What a great gesture of Dehner management. First, the employees bargaining coverage steal and then nothing else than trying Peanauts to pretend as if everything was in order.
The big losers in this great bonus, the employees of Dehner. The drive once again a big win the stretcher bosses. After deducting taxes and social security, only about half of the premium remains. About 400 €. 400 € net so far for 17 months pay cuts and other wage cuts amounting 3.5% / month to September 2011. That's 2 years without a tariff increase in pay. We have all Dr. Flassak statement yet in my ears: "We need a collective agreement, we can do better than Verdi!" Freaks Dr. Flassak. The award brings great of them after 24 months (Sep. 2009-September 2011) to about 33 € / month gross. The full-time vendors are missing, but now about 75 € gross per month. They keep us really have to be very stupid, right? They were going to do better than ver.di. This project is the stretcher board failed miserably like they did with the stretcher compact markets.
What is now out of our money that we are still not paid?
Dehner expanding. Build new markets (including Freiburg), built for markets starts, the program is refreshing, and out of our money for more expensive advertising. A major advertising campaign to be launched in the spring. It will be spent millions of posters, buttons, commercials on the radio and flyers. None of the executives, however, can tell us how much additional revenue is supposed to bring. It really is not care. Paid advertising so they have forced upon the employees with their pay cuts.
But now expect our business manager Dehner we say good boy, THANK YOU.

THANK we have lower wages and under conditions of higher living costs.

THANK they put our money into new markets!

THANK they fund the expensive new advertising by our involuntary donation to Dehner.

THANK they make it so easy and so hard for us.

Dehner Director, at the forefront of Mr. Hoenig, have always claimed the Dehner 2009 in huge difficulty. The very few were able to pay more wages etc
The following link can be considered the consolidated financial statements of Dehner. It is the conclusion of the year for 2009, committed suicide as a stretcher fare evasion.

2009 consolidated financial statements
(In the search bar of the Federal Bulletin Dehner GmbH & Co.KG enter. The twelfth connected to Dehner, entitled "Financial Report" contains the 2009 consolidated financial statements)

Such a crisis, we all want to see. One thing is now clear. In the case of the height of the net profit was recorded than that, not the alleged crisis. On the contrary, as you can see the incredible rip-off at the expense of colleagues with Dehner. For no one is seriously believe in the collective flight was really necessary, considering this result. Apart from the Managing Director Dehner have waived the tariff evasion in the collective bargaining agreement. For this example, regulates working hours, holiday and Christmas bonuses, allowances, etc. And since stuck to our bosses when they are no longer in the shell Bound tariffs are many many millions in additional profits at our expense there.

At this point, we save ourselves, to appeal to the Managing Director Weber, honey and Flassak to change their chosen course. But if you see any profit, WE achieve and we will be served but in return only a lot of lies to us immediately drops to this situation only one thing:

"GREED EATS BRAIN"

Dehner manager should and should like to thank our employees. We will not thank us because we only even crumbs from the great Dehner cakes are served up.

We thank the trade union Verdi, however, the Central Works Council and local councils for their tireless efforts to restore the tariff binding. Without you, the stretcher would be employed without any protection from the Gewinntreiberei the management. To all of you a big fat

THANK YOU!

Halal Chinese Restaurant Leeds

great merchandise! Need we say THANK YOU?

was the beginning of the week so far. The much heralded and celebrated premium for 2010 was paid. 800 Euro for full-time employees. TeilzeikollegInnen get proportionately. What a great gesture of Dehner management. First, the employees bargaining coverage steal and then nothing else than trying Peanauts to pretend as if everything was in order.
The big losers in this great bonus, the employees of Dehner. The drive once again a big win the stretcher bosses. After deducting taxes and social security, only about half of the premium remains. About 400 €. 400 € net so far for 17 months pay cuts and other wage cuts amounting 3.5% / month to September 2011. That's 2 years without a tariff increase in pay. We have all Dr. Flassak statement yet in my ears: "We need a collective agreement, we can do better than Verdi!" Freaks Dr. Flassak. The award brings great of them after 24 months (Sep. 2009-September 2011) to about 33 € / month gross. The full-time vendors are missing, but now about 75 € gross per month. They keep us really have to be very stupid, right? They were going to do better than ver.di. This project is the stretcher board failed miserably like they did with the stretcher compact markets.
What is now out of our money that we are still not paid?
Dehner expanding. Build new markets (including Freiburg), built for markets starts, the program is refreshing, and out of our money for more expensive advertising. A major advertising campaign to be launched in the spring. It will be spent millions of posters, buttons, commercials on the radio and flyers. None of the executives, however, can tell us how much additional revenue is supposed to bring. It really is not care. Paid advertising so they have forced upon the employees with their pay cuts.
But now expect our business manager Dehner we say good boy, THANK YOU.

THANK we have lower wages and under conditions of higher living costs.

THANK they put our money into new markets!

THANK they fund the expensive new advertising by our involuntary donation to Dehner.

THANK they make it so easy and so hard for us.

Dehner Director, at the forefront of Mr. Hoenig, have always claimed the Dehner 2009 in huge difficulty. The very few were able to pay more wages etc
The following link can be considered the consolidated financial statements of Dehner. It is the conclusion of the year for 2009, committed suicide as a stretcher fare evasion.

2009 consolidated financial statements
(In the search bar of the Federal Bulletin Dehner GmbH & Co.KG enter. The twelfth connected to Dehner, entitled "Financial Report" contains the 2009 consolidated financial statements)

Such a crisis, we all want to see. One thing is now clear. In the case of the height of the net profit was recorded than that, not the alleged crisis. On the contrary, as you can see the incredible rip-off at the expense of colleagues with Dehner. For no one is seriously believe in the collective flight was really necessary, considering this result. Apart from the Managing Director Dehner have waived the tariff evasion in the collective bargaining agreement. For this example, regulates working hours, holiday and Christmas bonuses, allowances, etc. And since stuck to our bosses when they are no longer in the shell Bound tariffs are many many millions in additional profits at our expense there.

At this point, we save ourselves, to appeal to the Managing Director Weber, honey and Flassak to change their chosen course. But if you see any profit, WE achieve and we will be served but in return only a lot of lies to us immediately drops to this situation only one thing:

"GREED EATS BRAIN"

Dehner manager should and should like to thank our employees. We will not thank us because we only even crumbs from the great Dehner cakes are served up.

We thank the trade union Verdi, however, the Central Works Council and local councils for their tireless efforts to restore the tariff binding. Without you, the stretcher would be employed without any protection from the Gewinntreiberei the management. To all of you a big fat

THANK YOU!

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principles, the sixth!

6th We encourage and challenge each other!

Every employee has the chance to qualify for professional and personal. We

offer opportunities to take on more tasks.

We demand the willingness of all.

Everyone is responsible for his personal and professional development and is supported by the executive.

The promotion of individuals, we focus on his skills and tasks.

New employees are prepared for their tasks and accompanied by a training partner.

clarify the annual appraisal interview managers and employees regarding its past and future cooperation. It is particularly important: *
assess the achievements together
* task priorities To illustrate, clarify
* scope for independent action, to agree
* new targets to find
* Improving steps and go, arrange to
* training and development activities.

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principles, the sixth!

6th We encourage and challenge each other!

Every employee has the chance to qualify for professional and personal. We

offer opportunities to take on more tasks.

We demand the willingness of all.

Everyone is responsible for his personal and professional development and is supported by the executive.

The promotion of individuals, we focus on his skills and tasks.

New employees are prepared for their tasks and accompanied by a training partner.

clarify the annual appraisal interview managers and employees regarding its past and future cooperation. It is particularly important: *
assess the achievements together
* task priorities To illustrate, clarify
* scope for independent action, to agree
* new targets to find
* Improving steps and go, arrange to
* training and development activities.

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principles, the fifth!

5th We decide the situation requires!

We make clear, firm and purposeful decisions. Everyone can decide as part of its responsibility for action.

Important decisions should be made by consensus with the stakeholders. If this is not to reach a decision in time, the person in charge shall, after the arguments that convinced him the most and have informed them.

decisions that affect employees personally, such as recruitment, promotion, transfer, compensation, termination shall take the responsibility for leadership in consultation with their manager.

These principles represent all decisions made loyal to the inside and outside.

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principles, the fifth!

5th We decide the situation requires!

We make clear, firm and purposeful decisions. Everyone can decide as part of its responsibility for action.

Important decisions should be made by consensus with the stakeholders. If this is not to reach a decision in time, the person in charge shall, after the arguments that convinced him the most and have informed them.

decisions that affect employees personally, such as recruitment, promotion, transfer, compensation, termination shall take the responsibility for leadership in consultation with their manager.

These principles represent all decisions made loyal to the inside and outside.

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As the Lord so that Gescherr

Or: The apple does not fall far from the tree!

Who of us does not know these sayings. Most are parents who have to listen to such awards if their children show again from their uglier sides.
These phrases can be also very good especially for the working world and transferred to Dehner. Loosely translated it means nothing other than

"Negative characteristics of a manager can be detected also in region managers and store managers."

Anyone who has been in the dubious pleasure Mr. Hoenig came to experience in full swing, it must have felt then like a couple in love a romantic movie in the cinema to see wanted and then found again in a horror movie. It's just shocked. His colleagues describe him
Managing always as a "Hemdsärmligen type of stop is just out and says what he thinks. One can hold of everything. The manner in which Mr Hoenig with his Employees to law is not to excuse it. It's not even wrong to say his opinion but you should explain the type opposite the opportunity his position. And not immediately scream loudly perform, Rumpestilzchen dances and try to hurt others with words personally.
Man with Mr. Hoenig has already experienced a lot and pretty much every store manager is there to tell an experience. Most of the market leaders are agreed that such discussions are for pain prescription.

precisely this behavior that the regional and store managers will be presented live and how they are treated by Mr Hoenig if something does not work out how he wants it, then turns on them from. Since is a market manager made it quite quickly if he does not do this or that or achieved, he is unemployed soon. It is this use of the market leaders triggers fears out in them. And did the store manager is using the same methods to try his staff to make them amenable as Mr. Hoenig this with him. Screaming, degrading remarks, pressure build up, even more so
roar And suddenly we find ourselves where we can no longer be treated as human beings by our superiors in a circuit. We will then only be material for them that it is to burn before they are burned.
set is exactly what the councils operating a stretcher that we can not for the Profile whims and neuroses have to serve the manager. It is more necessary than the one from "Hemdsärmlig" makes decent and Mr. Hoenig, representing the company Dehner and their employees are also so we deserve it.
to respect the other and leave them to the dignity is not a sign of weakness. And to behave with dignity does not hurt.

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Coyote Snare Treatment

As the Lord so that Gescherr

Or: The apple does not fall far from the tree!

Who of us does not know these sayings. Most are parents who have to listen to such awards if their children show again from their uglier sides.
These phrases can be also very good especially for the working world and transferred to Dehner. Loosely translated it means nothing other than

"Negative characteristics of a manager can be detected also in region managers and store managers."

Anyone who has been in the dubious pleasure Mr. Hoenig came to experience in full swing, it must have felt then like a couple in love a romantic movie in the cinema to see wanted and then found again in a horror movie. It's just shocked. His colleagues describe him
Managing always as a "Hemdsärmligen type of stop is just out and says what he thinks. One can hold of everything. The manner in which Mr Hoenig with his Employees to law is not to excuse it. It's not even wrong to say his opinion but you should explain the type opposite the opportunity his position. And not immediately scream loudly perform, Rumpestilzchen dances and try to hurt others with words personally.
Man with Mr. Hoenig has already experienced a lot and pretty much every store manager is there to tell an experience. Most of the market leaders are agreed that such discussions are for pain prescription.

precisely this behavior that the regional and store managers will be presented live and how they are treated by Mr Hoenig if something does not work out how he wants it, then turns on them from. Since is a market manager made it quite quickly if he does not do this or that or achieved, he is unemployed soon. It is this use of the market leaders triggers fears out in them. And did the store manager is using the same methods to try his staff to make them amenable as Mr. Hoenig this with him. Screaming, degrading remarks, pressure build up, even more so
roar And suddenly we find ourselves where we can no longer be treated as human beings by our superiors in a circuit. We will then only be material for them that it is to burn before they are burned.
set is exactly what the councils operating a stretcher that we can not for the Profile whims and neuroses have to serve the manager. It is more necessary than the one from "Hemdsärmlig" makes decent and Mr. Hoenig, representing the company Dehner and their employees are also so we deserve it.
to respect the other and leave them to the dignity is not a sign of weakness. And to behave with dignity does not hurt.

LEVEL IS NOT HAND CREAM

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principles, the third!

third We view information sharing as a right and obligation!

We keep active, open and honest.

there any information quickly and directly to diejenigenweiter to which it relates Understanding and need to perform their duties. Nevertheless, lack of information obtained at any self

Written information is clear and short. They are documented in the agreed form.

We have a meeting order to the information - and opinions sowi e decision-making and - promote implementation .

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principles, the third!

third We view information sharing as a right and obligation!

We keep active, open and honest.

there any information quickly and directly to diejenigenweiter to which it relates Understanding and need to perform their duties. Nevertheless, lack of information obtained at any self

Written information is clear and short. They are documented in the agreed form.

We have a meeting order to the information - and opinions sowi e decision-making and - promote implementation .

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principles, the fourth!

4th We strengthen the exchange of views and resolve conflicts!

Everyone is invited to bring in his opinion. We accept different opinions in terms of a good, creative culture of debate.

We represent our views objective and fair and justify them.

rise in conflicts weichenwir not clarify them, but in early discussions between the parties. We go to each other, with the aim of solving the conflict.

For example: *
agree what we agreed?
* What are the different interests?
* Under what circumstances would we agree with the other?
* What can we now have some?
* When we try again?
* Who will possibly be here?

If we are unable to find in this way a constructive conflict resolution, the direct Managers involved. This solve the conflict with the conflict parties, taking care that everyone can save face.

Everyone has the opportunity to address conflicts at the next higher manager. This, however, has the duty to direct management power over the conflict discussion to be informed.

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principles, the fourth!

4th We strengthen the exchange of views and resolve conflicts!

Everyone is invited to bring in his opinion. We accept different opinions in terms of a good, creative culture of debate.

We represent our views objective and fair and justify them.

rise in conflicts weichenwir not clarify them, but in early discussions between the parties. We go to each other, with the aim of solving the conflict.

For example: *
agree what we agreed?
* What are the different interests?
* Under what circumstances would we agree with the other?
* What can we now have some?
* When we try again?
* Who will possibly be here?

If we are unable to find in this way a constructive conflict resolution, the direct Managers involved. This solve the conflict with the conflict parties, taking care that everyone can save face.

Everyone has the opportunity to address conflicts at the next higher manager. This, however, has the duty to direct management power over the conflict discussion to be informed.

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principles, the second one! If at

second We guide and work with agreed targets!

objectives set priorities for their daily work. They are agreed by managers and employees together and leave room for independent action.

objectives describe what can be achieved shall, until which date the present result and how it should be measured.

objectives are clearly agreed that each is able to monitor the achievement of goals independently.

correct management goals if the conditions change. Staff immediately if the achievement is at risk.

Patient Confidentiality Fax

principles, the second one! If at

second We guide and work with agreed targets!

objectives set priorities for their daily work. They are agreed by managers and employees together and leave room for independent action.

objectives describe what can be achieved shall, until which date the present result and how it should be measured.

objectives are clearly agreed that each is able to monitor the achievement of goals independently.

correct management goals if the conditions change. Staff immediately if the achievement is at risk.

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Dehner really all the same?

what happened in a market south of the republic!

How is the simple people understand it, when invested with his colleagues hard
standards of honesty, the market leader can allow anything but?
The store manager, We call it the market leader "Merciless", has been in this market some people can jump over the blade, for example by
termination agreements with smaller irregularities. Here was then often word against another's. When he
works even in the car tried to carry out checks to verify whether they had unpaid goods in the car.

But he has a friend who deals in decorative articles, the possibility of a large scale in stretcher for these products to advertise. See
Internet: www. tiko-design.vpweb.de . In
Dehner markets may, according to Central be photographed NOT , either because the competition does seem to advertise themselves on their own homepage.
were also designed flyers, the customer, if he is past the stretcher box office, but the same can buy directly from the competitor!
Completion of sale in the market, which handles the store manager can not be disclosed!

Is this a test sale!?
Tests here the store manager and his Vorgesezten thinking is this: "? As far as I can run around the Board or the Regional Manager of the nose"
Yes, dear people, here we see again, is measured by what standards at Dehner.

How is a saying: "The big ones are allowed to run, the kids depend on you!"

So store managers, are so far you have not fallen into disfavor with you if something goes wrong, sometimes it tries to test sales of goods from your friends and acquaintances in your market!
all below the market leader, I can only suggest: "Select a works!"

Some questions have been concluded. Power of the store manager this for nothing, promoting small businesses on behalf of the company? Gets the sales commission? Get the store manager sales commission? How will the VAT charged?

But if it's not even the regional manager and senior management interested in, then it's probably us anything.

However, the staff do not understand in this market such injustices, and watched the senior management of something away, even 2x non t.

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Dehner really all the same?

what happened in a market south of the republic!

How is the simple people understand it, when invested with his colleagues hard
standards of honesty, the market leader can allow anything but?
The store manager, We call it the market leader "Merciless", has been in this market some people can jump over the blade, for example by
termination agreements with smaller irregularities. Here was then often word against another's. When he
works even in the car tried to carry out checks to verify whether they had unpaid goods in the car.

But he has a friend who deals in decorative articles, the possibility of a large scale in stretcher for these products to advertise. See
Internet: www. tiko-design.vpweb.de . In
Dehner markets may, according to Central be photographed NOT , either because the competition does seem to advertise themselves on their own homepage.
were also designed flyers, the customer, if he is past the stretcher box office, but the same can buy directly from the competitor!
Completion of sale in the market, which handles the store manager can not be disclosed!

Is this a test sale!?
Tests here the store manager and his Vorgesezten thinking is this: "? As far as I can run around the Board or the Regional Manager of the nose"
Yes, dear people, here we see again, is measured by what standards at Dehner.

How is a saying: "The big ones are allowed to run, the kids depend on you!"

So store managers, are so far you have not fallen into disfavor with you if something goes wrong, sometimes it tries to test sales of goods from your friends and acquaintances in your market!
all below the market leader, I can only suggest: "Select a works!"

Some questions have been concluded. Power of the store manager this for nothing, promoting small businesses on behalf of the company? Gets the sales commission? Get the store manager sales commission? How will the VAT charged?

But if it's not even the regional manager and senior management interested in, then it's probably us anything.

However, the staff do not understand in this market such injustices, and watched the senior management of something away, even 2x non t.

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Is Sara Jay Dating Anyone

something to smile and think ...