Attention all professionals and businesses looking to improve your organization′s performance!
Introducing the ultimate solution for optimizing your operations and unleashing your true potential: the Organizational Performance Evaluation and Organizational Psychology Knowledge Base.
Imagine having access to a comprehensive dataset of over 1500 prioritized requirements, solutions, benefits, and results specifically designed for the context of organizational performance and psychology.
This powerful dataset contains everything you need to know to drive your business towards success.
With our Organizational Performance Evaluation and Organizational Psychology Knowledge Base, you will have the most important questions at your fingertips to help you get results by urgency and scope.
Our product was carefully crafted to cover all aspects of organizational performance, from understanding key needs and identifying solutions, to showcasing real-life case studies and use cases for practical application.
One of the biggest advantages of our knowledge base is its unmatched quality when compared to competitors and alternative products.
Our team of experts has spent countless hours researching and compiling the most relevant and up-to-date information on organizational performance and psychology.
This gives you a clear advantage over others in your industry who are still struggling with outdated practices.
Not only that, but our Organizational Performance Evaluation and Organizational Psychology Knowledge Base is tailored specifically for professionals like you.
Whether you′re an HR manager, a team leader, or a CEO, our product is designed to cater to your unique needs and help you reach your goals.
Using our knowledge base is simple and effortless.
With convenient product types and a user-friendly interface, you can easily find what you need and apply it to your organization right away.
And the best part? Our product is DIY and affordable, making it accessible to businesses of all sizes.
But don′t just take our word for it.
Our product is backed by extensive research and has been proven to deliver tangible results for businesses.
By implementing the insights and strategies from our Organizational Performance Evaluation and Organizational Psychology Knowledge Base, you can see a significant boost in your productivity, efficiency, and overall success.
We understand that no two businesses are the same, which is why our knowledge base offers a wide range of customizable options to fit your specific needs.
Whether you′re looking to improve overall performance, increase employee engagement, or enhance leadership skills, our product has got you covered.
Make the smart choice for your business and invest in our Organizational Performance Evaluation and Organizational Psychology Knowledge Base today.
Our cost-effective solution comes with endless benefits and distinguishes us from other semi-related products on the market.
You won′t find a more comprehensive and effective tool for optimizing your organization′s performance.
Don′t wait any longer, revolutionize your business with the Organizational Performance Evaluation and Organizational Psychology Knowledge Base.
Say goodbye to outdated practices and hello to success.
Try it out now and experience the difference for yourself!
Did it negatively affect your performance evaluation or promotion potential? Can multi source feedback change perceptions of goal accomplishment, self evaluations, and performance related outcomes?
Organizational Performance Evaluation
Organizational performance evaluation may be biased, negatively impacting performance assessment and promotion potential, especially for underrepresented groups.
Here are some solutions and their benefits in the context of Organizational Psychology:
**Solution 1: Regular Feedback**
Benefits: Encourages open communication, improves performance, and reduces bias in evaluation.
**Solution 2: Objective Metrics**
Benefits: Provides accurate performance measurement, reduces subjective bias, and promotes fairness.
**Solution 3: 360-Degree Feedback**
Benefits: Offers diverse perspectives, identifies blind spots, and increases self-awareness.
**Solution 4: Training for Managers**
Benefits: Enhances evaluation skills, reduces bias, and promotes fair promotion decisions.
**Solution 5: Transparent Promotion Criteria**
Benefits: Clearly communicates expectations, promotes fairness, and reduces perceived bias.
**Solution 6: Psychology-Based Assessments**
Benefits: Provides objective, data-driven insights, and reduces subjective bias in evaluation.
CONTROL QUESTION: Did it negatively affect the performance evaluation or promotion potential?
Big Hairy Audacious Goal (BHAG) for 10 years from now: Here′s a big, hairy, audacious goal (BHAG) for 10 years from now for Organizational Performance Evaluation:
**BHAG:** By 2033, a standardized, AI-driven, and bias-free organizational performance evaluation system will be implemented globally, ensuring that 95% of employees worldwide receive accurate, transparent, and fair evaluations, leading to a 30% increase in promotion rates for underrepresented groups and a 25% increase in overall employee satisfaction.
**Sub-goals:**
1. **Year 1-2:** Establish a multidisciplinary think tank comprising experts from psychology, computer science, HR, and business to develop the conceptual framework for the AI-driven evaluation system.
2. **Year 3-4:** Design and develop the AI-powered evaluation platform, incorporating machine learning algorithms to minimize bias and ensure fairness.
3. **Year 5-6:** Conduct large-scale pilots in diverse industries and countries to test the platform′s effectiveness and gather feedback.
4. **Year 7-8:** Refine the platform based on pilot results and develop global standards for performance evaluation, ensuring seamless integration with existing HR systems.
5. **Year 9-10:** Implement the standardized evaluation system globally, providing training and support for organizations and employees.
**Key Performance Indicators (KPIs):**
1. Increase in promotion rates for underrepresented groups (30%).
2. Increase in overall employee satisfaction (25%).
3. Reduction in bias incidents reported (80%).
4. Increase in the number of organizations adopting the standardized evaluation system (95%).
5. Improvement in evaluation accuracy, as measured by employee and manager feedback (90% agreement).
**Potential Impact:**
1. Reduced bias in performance evaluations, promoting a more inclusive and diverse workforce.
2. Increased transparency and fairness in the evaluation process, leading to improved employee satisfaction and trust.
3. Enhanced career development opportunities for underrepresented groups, promoting diversity in leadership positions.
4. Improved overall organizational performance through more accurate evaluations, leading to better talent management and succession planning.
This BHAG sets an ambitious target for transforming the way organizations evaluate performance, promoting fairness, transparency, and diversity in the workplace.
"As a data scientist, I rely on high-quality datasets, and this one certainly delivers. The variables are well-defined, making it easy to integrate into my projects."
**Client Situation:**
XYZ Corporation, a leading technology firm, faced a significant challenge in its performance evaluation and promotion process. The company′s HR department noticed a trend where female and minority employees were being consistently underrated and overlooked for promotions, despite their strong performance records. This led to a significant gap in career advancement opportunities between underrepresented groups and their peers. XYZ Corporation engaged our consulting firm to investigate the impact of unconscious bias on performance evaluation and promotion potential.
**Consulting Methodology:**
Our approach involved a mixed-methods research design, combining both quantitative and qualitative methods to gather data and insights.
1. **Surveys and Interviews:** We conducted anonymous online surveys among a representative sample of 500 employees to gather data on perceived bias in performance evaluations. We also conducted in-depth interviews with 20 managers and HR representatives to gather qualitative insights on the performance evaluation process.
2. **Focus Groups:** We organized four focus groups with diverse employee groups to explore their experiences and perceptions of bias in performance evaluations.
3. **Data Analysis:** We analyzed the company′s HR data on performance evaluations, promotions, and employee demographics to identify trends and correlations.
**Deliverables:**
Our study yielded the following deliverables:
1. **Unconscious Bias Framework:** We developed a framework to identify and address unconscious bias in performance evaluations, incorporating factors such as stereotypes, cognitive biases, and cultural norms.
2. **Performance Evaluation Toolkit:** We created a toolkit for managers, providing guidelines and resources to mitigate bias in performance evaluations, including training modules and cheat sheets.
3. **Diversity and Inclusion Strategy:** We developed a comprehensive strategy to promote diversity, equity, and inclusion within the organization, including diversity metrics, training programs, and employee resource groups.
**Implementation Challenges:**
1. **Resistance to Change:** Some managers and employees resisted changes to the performance evaluation process, citing concerns about quotas and lowering standards.
2. **Limited Resources:** The company faced resource constraints in implementing the diversity and inclusion strategy, including limited budget and personnel.
**KPIs:**
To measure the success of our intervention, we tracked the following KPIs:
1. **Bias Incident Reports:** A 30% decrease in bias-related complaints within six months of implementation.
2. **Performance Evaluation Scores:** A 25% increase in the average performance evaluation scores for underrepresented groups within 12 months.
3. **Promotion Rates:** A 20% increase in promotions for underrepresented groups within 18 months.
**Management Considerations:**
1. **Leadership Buy-In:** Securing leadership buy-in and commitment to addressing unconscious bias is crucial for successful implementation.
2. **Training and Development:** Providing training and development opportunities for managers and employees helps to build awareness and skills to mitigate bias.
3. **Continuous Monitoring:** Regularly tracking and analyzing KPIs helps to identify areas for improvement and ensure the sustainability of the diversity and inclusion strategy.
**Academic and Market Research Support:**
1. **Unconscious Bias:** Research confirms that unconscious bias can significantly impact performance evaluations, leading to biased ratings and reduced opportunities for underrepresented groups (Kochanowski, 2017).
2. **Diversity and Inclusion:** Studies have shown that diverse teams and inclusive workplaces can lead to increased innovation, productivity, and employee satisfaction (Hewlett et al., 2013).
3. **Performance Evaluation:** Research emphasizes the importance of standardized evaluation criteria and unbiased performance metrics to reduce bias in performance evaluations (Cardy u0026 Dobbins, 1994).
**Citations:**
Cardy, R. L., u0026 Dobbins, G. H. (1994). Performance appraisal: A situational approach. Journal of Management, 20(3), 533-555.
Hewlett, S. A., Marshall, M., u0026 Sherbin, L. (2013). How diversity can drive innovation. Harvard Business Review, 91(10), 121-126.
Kochanowski, P. (2017). Unconscious bias in performance evaluations: A review and meta-analysis. Journal of Applied Psychology, 102(5), 531-545.
**Conclusion:**
Our case study demonstrates the negative impact of unconscious bias on performance evaluation and promotion potential. By developing and implementing a comprehensive strategy to address bias, XYZ Corporation was able to improve performance evaluation scores, increase promotions, and create a more inclusive work environment. This study highlights the importance of addressing unconscious bias in organizational performance evaluation and promotion processes to promote diversity, equity, and inclusion.
Introducing the ultimate solution for optimizing your operations and unleashing your true potential: the Organizational Performance Evaluation and Organizational Psychology Knowledge Base.
Imagine having access to a comprehensive dataset of over 1500 prioritized requirements, solutions, benefits, and results specifically designed for the context of organizational performance and psychology.
This powerful dataset contains everything you need to know to drive your business towards success.
With our Organizational Performance Evaluation and Organizational Psychology Knowledge Base, you will have the most important questions at your fingertips to help you get results by urgency and scope.
Our product was carefully crafted to cover all aspects of organizational performance, from understanding key needs and identifying solutions, to showcasing real-life case studies and use cases for practical application.
One of the biggest advantages of our knowledge base is its unmatched quality when compared to competitors and alternative products.
Our team of experts has spent countless hours researching and compiling the most relevant and up-to-date information on organizational performance and psychology.
This gives you a clear advantage over others in your industry who are still struggling with outdated practices.
Not only that, but our Organizational Performance Evaluation and Organizational Psychology Knowledge Base is tailored specifically for professionals like you.
Whether you′re an HR manager, a team leader, or a CEO, our product is designed to cater to your unique needs and help you reach your goals.
Using our knowledge base is simple and effortless.
With convenient product types and a user-friendly interface, you can easily find what you need and apply it to your organization right away.
And the best part? Our product is DIY and affordable, making it accessible to businesses of all sizes.
But don′t just take our word for it.
Our product is backed by extensive research and has been proven to deliver tangible results for businesses.
By implementing the insights and strategies from our Organizational Performance Evaluation and Organizational Psychology Knowledge Base, you can see a significant boost in your productivity, efficiency, and overall success.
We understand that no two businesses are the same, which is why our knowledge base offers a wide range of customizable options to fit your specific needs.
Whether you′re looking to improve overall performance, increase employee engagement, or enhance leadership skills, our product has got you covered.
Make the smart choice for your business and invest in our Organizational Performance Evaluation and Organizational Psychology Knowledge Base today.
Our cost-effective solution comes with endless benefits and distinguishes us from other semi-related products on the market.
You won′t find a more comprehensive and effective tool for optimizing your organization′s performance.
Don′t wait any longer, revolutionize your business with the Organizational Performance Evaluation and Organizational Psychology Knowledge Base.
Say goodbye to outdated practices and hello to success.
Try it out now and experience the difference for yourself!
Discover Insights, Make Informed Decisions, and Stay Ahead of the Curve:
Key Features:
Comprehensive set of 1508 prioritized Organizational Performance Evaluation requirements. - Extensive coverage of 113 Organizational Performance Evaluation topic scopes.
- In-depth analysis of 113 Organizational Performance Evaluation step-by-step solutions, benefits, BHAGs.
- Detailed examination of 113 Organizational Performance Evaluation case studies and use cases.
- Digital download upon purchase.
- Enjoy lifetime document updates included with your purchase.
- Benefit from a fully editable and customizable Excel format.
- Trusted and utilized by over 10,000 organizations.
- Covering: Performance Ratings, Benefits Of Gamification, Narrative Storytelling, Executive Leadership Coaching, AI in Recruitment, Challenge Level, Leadership Style Assessment, Charismatic Leadership, Gamification Examples, Organizational Power, Chief Happiness Officer, Cultural Influences, Diversity Management Strategies, Emotional Decisions, Personality Traits Assessment, Organizational Behavior Modification, Organizational Culture Assessment, Coaching For Performance, Employee Autonomy, Job Redesign Techniques, Intercultural Competence, Organizational Goals, Rewards Incentives, Employee Recognition Programs, Organizational Communication Networks, Job Satisfaction Factors Analysis, Organizational Behavior, Organizational Beliefs, Team Dynamics Analysis, Organizational Performance Evaluation, Job Analysis Techniques, Workplace Violence Prevention, Servant Leadership, Workplace Stress Management, Leadership Style Development, Feedback Receiving, Decision Making Biases, Training Needs Assessment, Risk Prediction, Organizational Diagnosis Methods, Organizational Skills, Organizational Training Program, Systems Review, Performance Appraisal Methods, Psychology Of Motivation, Influence Strategies, Organizational Culture Change, Authentic Leadership, Cross Cultural Training, Organizational Restructuring, Leveling Up, Consumer Psychology, Strategic Persuasion, Challenge Mastery, Ethical Influence, Incentive Structure, Organizational Change Management, Organizational Health, Virtual Reality Training, Job Enrichment Strategies, Employee Retention Strategies, Overtime Pay, Bias Testing, Organizational Learning Theory, Teamwork Leadership, Organizational Psychology, Stress Management Interventions, Organizational Performance, Workplace Organization, Employee Rights, Employee Engagement Strategies, Communication Barriers Analysis, Organizational Factors, Employee Motivation Techniques, Cooperation Strategies, Employee Engagement Drivers, Rewards Frequency, Employee Empowerment Strategies, Culture And Influence, Job Stress, Customer Psychology, Motivation Theories Application, Job Satisfaction Factors, Group Decision Making, Conflict Resolution Methods, Industrial Standards, Civic Participation, Team Performance Management, User Psychology, Leadership Development Programs, Work Life Balance Strategies, Organizational Training, Communication Tactics, Cult Psychology, Consistency Principle, Social Loafing, Motivation And Influence, Quality Circles, Mentoring Relationships, Stress Management, Employee Career Development, Lean Management, Six Sigma, Continuous improvement Introduction, Employee Attitude Surveys, Leadership Development Models, Organizational Communication Strategies, Organizational Behavior Theory, Organizational Change Leadership, Marketing Psychology, Sales Psychology, Team Conflict Resolution, Deception Tactics, Emotional Intelligence Development, Team Building Techniques
Organizational Performance Evaluation Assessment Dataset - Utilization, Solutions, Advantages, BHAG (Big Hairy Audacious Goal):
Organizational Performance Evaluation
Organizational performance evaluation may be biased, negatively impacting performance assessment and promotion potential, especially for underrepresented groups.
Here are some solutions and their benefits in the context of Organizational Psychology:
**Solution 1: Regular Feedback**
Benefits: Encourages open communication, improves performance, and reduces bias in evaluation.
**Solution 2: Objective Metrics**
Benefits: Provides accurate performance measurement, reduces subjective bias, and promotes fairness.
**Solution 3: 360-Degree Feedback**
Benefits: Offers diverse perspectives, identifies blind spots, and increases self-awareness.
**Solution 4: Training for Managers**
Benefits: Enhances evaluation skills, reduces bias, and promotes fair promotion decisions.
**Solution 5: Transparent Promotion Criteria**
Benefits: Clearly communicates expectations, promotes fairness, and reduces perceived bias.
**Solution 6: Psychology-Based Assessments**
Benefits: Provides objective, data-driven insights, and reduces subjective bias in evaluation.
CONTROL QUESTION: Did it negatively affect the performance evaluation or promotion potential?
Big Hairy Audacious Goal (BHAG) for 10 years from now: Here′s a big, hairy, audacious goal (BHAG) for 10 years from now for Organizational Performance Evaluation:
**BHAG:** By 2033, a standardized, AI-driven, and bias-free organizational performance evaluation system will be implemented globally, ensuring that 95% of employees worldwide receive accurate, transparent, and fair evaluations, leading to a 30% increase in promotion rates for underrepresented groups and a 25% increase in overall employee satisfaction.
**Sub-goals:**
1. **Year 1-2:** Establish a multidisciplinary think tank comprising experts from psychology, computer science, HR, and business to develop the conceptual framework for the AI-driven evaluation system.
2. **Year 3-4:** Design and develop the AI-powered evaluation platform, incorporating machine learning algorithms to minimize bias and ensure fairness.
3. **Year 5-6:** Conduct large-scale pilots in diverse industries and countries to test the platform′s effectiveness and gather feedback.
4. **Year 7-8:** Refine the platform based on pilot results and develop global standards for performance evaluation, ensuring seamless integration with existing HR systems.
5. **Year 9-10:** Implement the standardized evaluation system globally, providing training and support for organizations and employees.
**Key Performance Indicators (KPIs):**
1. Increase in promotion rates for underrepresented groups (30%).
2. Increase in overall employee satisfaction (25%).
3. Reduction in bias incidents reported (80%).
4. Increase in the number of organizations adopting the standardized evaluation system (95%).
5. Improvement in evaluation accuracy, as measured by employee and manager feedback (90% agreement).
**Potential Impact:**
1. Reduced bias in performance evaluations, promoting a more inclusive and diverse workforce.
2. Increased transparency and fairness in the evaluation process, leading to improved employee satisfaction and trust.
3. Enhanced career development opportunities for underrepresented groups, promoting diversity in leadership positions.
4. Improved overall organizational performance through more accurate evaluations, leading to better talent management and succession planning.
This BHAG sets an ambitious target for transforming the way organizations evaluate performance, promoting fairness, transparency, and diversity in the workplace.
Customer Testimonials:
"As a data scientist, I rely on high-quality datasets, and this one certainly delivers. The variables are well-defined, making it easy to integrate into my projects."
"The customer support is top-notch. They were very helpful in answering my questions and setting me up for success."
"This dataset has saved me so much time and effort. No more manually combing through data to find the best recommendations. Now, it`s just a matter of choosing from the top picks."
Organizational Performance Evaluation Case Study/Use Case example - How to use:
**Case Study: Impact of Unconscious Bias on Performance Evaluation and Promotion Potential****Client Situation:**
XYZ Corporation, a leading technology firm, faced a significant challenge in its performance evaluation and promotion process. The company′s HR department noticed a trend where female and minority employees were being consistently underrated and overlooked for promotions, despite their strong performance records. This led to a significant gap in career advancement opportunities between underrepresented groups and their peers. XYZ Corporation engaged our consulting firm to investigate the impact of unconscious bias on performance evaluation and promotion potential.
**Consulting Methodology:**
Our approach involved a mixed-methods research design, combining both quantitative and qualitative methods to gather data and insights.
1. **Surveys and Interviews:** We conducted anonymous online surveys among a representative sample of 500 employees to gather data on perceived bias in performance evaluations. We also conducted in-depth interviews with 20 managers and HR representatives to gather qualitative insights on the performance evaluation process.
2. **Focus Groups:** We organized four focus groups with diverse employee groups to explore their experiences and perceptions of bias in performance evaluations.
3. **Data Analysis:** We analyzed the company′s HR data on performance evaluations, promotions, and employee demographics to identify trends and correlations.
**Deliverables:**
Our study yielded the following deliverables:
1. **Unconscious Bias Framework:** We developed a framework to identify and address unconscious bias in performance evaluations, incorporating factors such as stereotypes, cognitive biases, and cultural norms.
2. **Performance Evaluation Toolkit:** We created a toolkit for managers, providing guidelines and resources to mitigate bias in performance evaluations, including training modules and cheat sheets.
3. **Diversity and Inclusion Strategy:** We developed a comprehensive strategy to promote diversity, equity, and inclusion within the organization, including diversity metrics, training programs, and employee resource groups.
**Implementation Challenges:**
1. **Resistance to Change:** Some managers and employees resisted changes to the performance evaluation process, citing concerns about quotas and lowering standards.
2. **Limited Resources:** The company faced resource constraints in implementing the diversity and inclusion strategy, including limited budget and personnel.
**KPIs:**
To measure the success of our intervention, we tracked the following KPIs:
1. **Bias Incident Reports:** A 30% decrease in bias-related complaints within six months of implementation.
2. **Performance Evaluation Scores:** A 25% increase in the average performance evaluation scores for underrepresented groups within 12 months.
3. **Promotion Rates:** A 20% increase in promotions for underrepresented groups within 18 months.
**Management Considerations:**
1. **Leadership Buy-In:** Securing leadership buy-in and commitment to addressing unconscious bias is crucial for successful implementation.
2. **Training and Development:** Providing training and development opportunities for managers and employees helps to build awareness and skills to mitigate bias.
3. **Continuous Monitoring:** Regularly tracking and analyzing KPIs helps to identify areas for improvement and ensure the sustainability of the diversity and inclusion strategy.
**Academic and Market Research Support:**
1. **Unconscious Bias:** Research confirms that unconscious bias can significantly impact performance evaluations, leading to biased ratings and reduced opportunities for underrepresented groups (Kochanowski, 2017).
2. **Diversity and Inclusion:** Studies have shown that diverse teams and inclusive workplaces can lead to increased innovation, productivity, and employee satisfaction (Hewlett et al., 2013).
3. **Performance Evaluation:** Research emphasizes the importance of standardized evaluation criteria and unbiased performance metrics to reduce bias in performance evaluations (Cardy u0026 Dobbins, 1994).
**Citations:**
Cardy, R. L., u0026 Dobbins, G. H. (1994). Performance appraisal: A situational approach. Journal of Management, 20(3), 533-555.
Hewlett, S. A., Marshall, M., u0026 Sherbin, L. (2013). How diversity can drive innovation. Harvard Business Review, 91(10), 121-126.
Kochanowski, P. (2017). Unconscious bias in performance evaluations: A review and meta-analysis. Journal of Applied Psychology, 102(5), 531-545.
**Conclusion:**
Our case study demonstrates the negative impact of unconscious bias on performance evaluation and promotion potential. By developing and implementing a comprehensive strategy to address bias, XYZ Corporation was able to improve performance evaluation scores, increase promotions, and create a more inclusive work environment. This study highlights the importance of addressing unconscious bias in organizational performance evaluation and promotion processes to promote diversity, equity, and inclusion.
Security and Trust:
- Secure checkout with SSL encryption Visa, Mastercard, Apple Pay, Google Pay, Stripe, Paypal
- Money-back guarantee for 30 days
- Our team is available 24/7 to assist you - support@theartofservice.com
About the Authors: Unleashing Excellence: The Mastery of Service Accredited by the Scientific Community
Immerse yourself in the pinnacle of operational wisdom through The Art of Service`s Excellence, now distinguished with esteemed accreditation from the scientific community. With an impressive 1000+ citations, The Art of Service stands as a beacon of reliability and authority in the field.Our dedication to excellence is highlighted by meticulous scrutiny and validation from the scientific community, evidenced by the 1000+ citations spanning various disciplines. Each citation attests to the profound impact and scholarly recognition of The Art of Service`s contributions.
Embark on a journey of unparalleled expertise, fortified by a wealth of research and acknowledgment from scholars globally. Join the community that not only recognizes but endorses the brilliance encapsulated in The Art of Service`s Excellence. Enhance your understanding, strategy, and implementation with a resource acknowledged and embraced by the scientific community.
Embrace excellence. Embrace The Art of Service.
Your trust in us aligns you with prestigious company; boasting over 1000 academic citations, our work ranks in the top 1% of the most cited globally. Explore our scholarly contributions at: https://scholar.google.com/scholar?hl=en&as_sdt=0%2C5&q=blokdyk
About The Art of Service:
Our clients seek confidence in making risk management and compliance decisions based on accurate data. However, navigating compliance can be complex, and sometimes, the unknowns are even more challenging.
We empathize with the frustrations of senior executives and business owners after decades in the industry. That`s why The Art of Service has developed Self-Assessment and implementation tools, trusted by over 100,000 professionals worldwide, empowering you to take control of your compliance assessments. With over 1000 academic citations, our work stands in the top 1% of the most cited globally, reflecting our commitment to helping businesses thrive.
Founders:
Gerard Blokdyk
LinkedIn: https://www.linkedin.com/in/gerardblokdijk/
Ivanka Menken
LinkedIn: https://www.linkedin.com/in/ivankamenken/
