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29 мая, 12:05

Male Mentors Shouldn’t Hesitate to Challenge Their Female Mentees

The research is clear: women in competitive, historically male, “up-our-out” organizational cultures make more money and enjoy more rapid promotions when they are mentored by men. Excellent mentors generally provide two clusters of critical mentoring functions. Psychosocial functions include encouragement, friendship, and emotional support. Career functions include direct teaching, advocacy, coaching, visibility, and challenge. Unfortunately, evidence demonstrates that many women with male mentors get shortchanged in the challenge department, especially when compared with their male peers. Great mentors push, dare, and confront mentees. They are persistent in challenging mentees to do and experience things they might otherwise neglect or even actively avoid. This becomes even more important considering the range of trials and tribulations that women in male-centric organizations are likely to face. In our interviews with successful professional women, many reiterated the importance of having male mentors provide direct, critical feedback. When Navy Lieutenant, Tabitha Strobel, one of the first women assigned to a U. S. Navy submarine, reported for duty, her male mentors were deliberate about pulling no punches. She got the same tough assignments and challenging watches as her male counterparts, all of it designed to immunize her for the operational challenges ahead. It took Susan Chambers, Vice President at Walmart, some time to appreciate that her mentor’s constant challenges were a clear expression of care and commitment: “He set such high standards and expectations; he expected me to move so much faster and to achieve so much more than I ever had before. At the time, I felt it was unfair. But it’s only as I look back that I realize I wouldn’t be in my current role without it. I wouldn’t have been able to get through the difficulties I’ve been through if I had not had someone who cared and expected that much early in my career.” You and Your Team Series Difficult Conversations Don’t Let Frustration Make You Say the Wrong Thing Tara Healey and Jonathan Roberts How to Handle Difficult Conversations at Work Rebecca Knight Create a Culture Where Difficult Conversations Aren’t So Hard Jim Whitehurst Challenging mentees to take on unfamiliar or anxiety-provoking tasks is not easy, nor is it fun to confront mentees who deliberately avoid challenges or perform below potential. But such is the nature of strong mentorship. Too many men are averse to pushing their female mentees the way they push their male protégés. Why do guys put on the kid gloves with women at work? There are at least three reasons. First, men often harbor stereotypes about women’s capacities. Men are socialized to see women as delicate, mysterious, and less capable and resilient in the face of challenge. When implicit biases about female fragility lurk in the unconscious, men tend to underestimate women’s ability to tolerate stress and respond to challenge. Second, many men enact social scripts for relationships with women that stem from their own socialization around gender and their experience with key role models. These “manscripts” are familiar to most people — father-daughter, chivalrous knight-damsel in distress — and in many situations may be helpful in reducing male anxiety about how to interact with women they care for at work. But these scripts can backfire, leading to overprotection and unnecessary rescuing when what she really needs is a firm push to try something that scares her or firm confrontation about where she needs to pick up the pace. Reflecting on her mentoring relationships with senior men, Rohini Anand, Senior Vice President at Sodexo thought she was protected from critical feedback in ways that female mentors did not hold back: “Looking back at what they didn’t do that hindered my success, my male mentors have never really given me critical feedback. Thinking of my female mentors in my previous positions, they would give me very good feedback in terms of where I needed to improve.” Finally, some men may avoid challenging women because they are fearful that she may become “emotional” and cry. But when male mentors back off, pulling their challenge punches, or sugarcoating the truth about her performance, they inevitably fail their mentees when it comes to preparing them for future challenges. Nowhere was this more obvious than during the integration of women into the military’s intensive survival, evasion, resistance and escape (SERE) school. Designed to inoculate pilots against captivity and interrogation should they be captured, we heard from SERE instructors that when women began to cry during the mock interrogations, male instructors would back off. Evolution and socialization causes guys to cringe and protect when women tear up. (It’s worth noting that a lot of the men cried too; but paradoxically, male instructors became even more brutal to male “prisoners” who cried). SERE instructors now receive education and awareness to ensure women receive the same level of stress as men. Anything less would leave them disadvantaged in the crucible of combat. So what’s a male mentor for women to do? First, recognize that challenge and critical feedback need not be inconsistent with empathic kindness and care. In fact, the former is most effective when delivered in a relationship defined by the latter. Growth-inducing challenge is interpreted by mentees as an expression of care and commitment when mentors demonstrate empathy, genuineness, and unconditional positive regard. According to renowned counseling psychologist Carl Rogers, empathy helps us learn to listen and understand mentees. The affirmation and inspiration born of empathy and unconditional acceptance create the solid relationship foundation in which challenging conversations can occur without triggering defensive reactions. Good corrective feedback is free of judgment and perceived attacks on a mentee’s competence. Second, avoid pretense and be yourself with mentees. The genuine mentor inspires trust and commitment in their mentorships in part by simply being open and honest about relative shortcomings, always acknowledging the limits of one’s own knowledge and expertise. Sharing stories about our own professional stumbles along the way creates the relational bedrock of authenticity and trust that lends support when it’s time to deliver challenging feedback. In a real sense, it is a mentor’s genuine humility that affords him the right to deliver unvarnished brass-tacks feedback the mentee requires to sharpen her game and compete. Third, unconditional regard signals to your mentee that you are all-in as a champion and ally, even when her performance flags. Rogers described unconditional regard as conveying a warm acceptance of a person’s experience, and appreciating them as valued colleague, no matter how they may be performing. To be most effective as a mentor, you must become skilled at delivering direct, transparent and meaningful feedback, but you must also do it thoughtfully. There is no room for anger and shaming in a mentoring relationship. Remember that empathy, genuineness, and unconditional regard create the trust required for growth-facilitating challenge and correction. Last, don’t take shortcuts when it comes to challenging your mentee to tackle things she’d rather avoid. Strong mentors take the time to discern their mentees’ strengths and weaknesses. Then, they push mentees to develop and hone the skillsets required for success. Remember: inoculating your mentee for the trials and tribulations she’ll need to soar won’t always be particularly fun, but if her mentor won’t make the effort to build her immunity and resilience, who will? Although confronting a mentee’s avoidance of anxiety-inducing tasks and challenges might cause her discomfort — and sometimes, outright terror — an excellent mentor knows when to push their mentee outside their comfort zone. In the end, there simply is no substitute for exposure and experience to overcome anxiety. Reframing difficult conversations as an obligation to mentees is a critical first step to prepare them for success. Excellent mentors who approach this obligation with moral courage and commitment will hear their mentees’ appreciation when they succeed in climbing the corporate ladder and outperform their protected and unchallenged peers.

20 апреля, 17:31

Хорошая традиция: подарки работодателей израильтянам

В Израиле существует традиция вручения работникам подарка от работодателя два раза в год: на Рош Ха Шана и на Песах.

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04 января, 13:30

Surrounded By Women: Sodexo CEO Michel Landel On Leadership

Many talk about diversity; Michel Landel practices it at global food services & facilities management company Sodexo, with striking results.

30 ноября 2016, 19:13

Tell us about the state of UK probation services

Whether you work as a tribunal officer, criminal solicitor or in safeguarding we’d like to hear from youLast year 8,600 probation staff were outsourced as part of the privatisation of more than half of the probation service in England and Wales.In 2014, seven-year-long contracts for rehabilitation services worth £3.7bn were awarded to companies such as Staffline, Sodexo and MTCnovo to supervise low and medium-risk offenders. Those who are deemed high-risk are still supervised by the National Probation Service. Continue reading...

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07 ноября 2016, 10:57

How does big data impact education?

Marc Fuster Rabella ,  OECD Centre for Educational Research and Innovation. Today’s post is also being published by OECD Better Life Initiative partner Sodexo. Big data refers to the high volume of varied information that our societies produce today. The amount of data generated is so vast that it is even difficult to capture, manage […]

13 октября 2016, 15:00

The Attributes of an Effective Global Leader

Since early 2015, when he began working with Sodexo’s executive committee as the global services firm’s chief transformation officer, Sunil Nayak has undergone his own leadership transformation. The new role required the former CEO of Sodexo India On-Site Services to work with a team of 15 executives from different nationalities and cultures, demanding a shift to a more inclusive leadership style. “In today’s world, success for any leader is about being a good influencer,” says Nayak, who has since been promoted to CEO of Sodexo’s Corporate Services Asia-Pacific. “If you impose your method, if you’re not sensitive or aware of the other person’s method, either you won’t come to a decision or you won’t get buy-in.” Insight Center Developing Tomorrow’s Leaders Sponsored by Korn Ferry How talent management is changing. Nayak is describing a set of competencies that employees must master if they are to become leaders on the global stage. As organizations grow and become more global, it’s crucial that they develop these skills in their local talent so that they can work effectively across cultures. Based on Center for Talent Innovation (CTI) research, we’ve identified four competencies that rising talent needs to master to become global leaders. Project Credibility According to a recent CTI study, global leaders must master a pivot to project credibility, demonstrating authority in a form familiar to senior executives in the West (the vertical pivot) while prioritizing emotional intelligence with stakeholders in local global markets (the horizontal pivot). CTI’s 11-market study (of Brazil, China, Hong Kong, India, Japan, Russia, Singapore, South Africa, Turkey, the U.S., and the UK) finds that 62% of senior leaders in the U.S. and the UK say that demonstrating authority projects credibility but only 47% of respondents in Asia think it does. Emotional intelligence (versus demonstrating authority) is more important in the growth-hub markets: 57% of respondents in Brazil, China, Hong Kong, India, Japan, Russia, Singapore, South Africa, and Turkey say that demonstrating emotional intelligence wins the trust and respect of teams in local markets. Leaders who pivot well horizontally, earning the trust and respect of their team, are 21% more likely to be satisfied with their career progression than team leaders who haven’t. That trend holds with leaders who pivot well vertically and have won the attention and support of senior leaders: They’re 15% more likely to be satisfied with their advancement. Be Inclusive As Nayak discovered, driving value by unleashing ideas, spurring collaboration, and solving problems across distance and difference requires shifting management methods from command-and-control to behaving inclusively. The way to do this is by asking questions and listening carefully, giving actionable feedback, facilitating constructive arguments, taking advice and implementing feedback, maintaining regular contact with team members, and sharing credit for team success. Global team members with inclusive leaders are four times as likely as global team members with noninclusive leaders to say their teams embrace the input of members whose background or experience differs from their own. Additionally, inclusive leaders are more likely to encourage risk taking and disruptive thinking: Their team members are three times as likely to say they’re not afraid to fail and four-and-a-half times as likely to report that nobody on their team is afraid to challenge the status quo. This has critical implications for companies whose growth in new markets is predicated on breakthrough products and services, as a growing body of research (including our own) suggests that leaders who don’t merely tolerate failure but avidly celebrate it unlock game-changing innovation. Communicate Effectively (Even Virtually) Global leaders need to know how to communicate — not just with their teams but with global headquarters as well. “Communication skills need to be refined to a higher level of sophistication,” observes Paul Abbot, EVP for American Express’s Global Commercial Payments business. “If you don’t set the tone right from the top, nothing will ever happen.” Across all markets, leaders need to speak well, deliver a compelling message, and command a room. What differs from market to market, though, is how leaders demonstrate those skills. In many markets, men are expected to deliver a compelling message by stating their conclusions directly, while women are expected to guide listeners to their conclusion. In Hong Kong, China, India, and Singapore, men are expected to command a room in a forceful manner, but in Japan, Brazil, and Russia, women are expected to command a room by facilitating others’ dialogue. Win Sponsorship Navigating global complexities can be nearly impossible for rising leaders without the support and guidance of a sponsor, a senior-level advocate who will support their protégé’s authority and empower them to make decisions. They also make protégés visible to leaders regionally and at headquarters. To attract sponsorship at the highest levels, emerging leaders need to be sponsors themselves. Seeding high-potential talent, selecting top performers for development and stretch assignments, and securing a future for them at the company beyond their own borders signals to those at headquarters that you are thinking and acting like a global leader. Indeed, no one is better positioned to sponsor emerging talent than someone who has succeeded in vaulting those same barriers. These four competencies are the basis for global leadership. As multinational corporations expand into different markets, they must take steps to ensure their rising local talent learns these skills. Formal training programs can teach high-potential leaders the competencies they need to think globally and manage cross-culturally. For example, American Express created its Accelerated Leadership Development program, in 2011. Over the course of the six-month program, 25 participants from American Express offices around the world tackle real-time business challenges to hone their strategic skill set, practice cross-functional collaboration, and learn what it takes to be a transformational leader in today’s ever-changing environment. Sodexo created its Global Agility program, which includes a series of initiatives and training modules that are designed to promote cross-cultural competence and connect business units and leaders in its 32,700 sites worldwide. These sessions help leaders identify the cultures in which they would function best and understand how to shift their approach to connect meaningfully with others when operating in less-familiar environments. Other modules focus on leading virtual global teams, building trust across cultures, and giving feedback and providing recognition — all critical skills for building high-performing global teams. As organizations increasingly recognize that diversity is the key to innovation and market growth, it’s more important than ever to develop local talent and nurture the skills to enable them to succeed on the global stage.

11 октября 2016, 19:53

Grisly Undercover Video Shows Chickens Being Starved To Produce More Eggs

An animal protection group has released graphic undercover footage of an industrial chicken farm in Mexico, where hens spend their lives trapped in minuscule cages and are intentionally starved to induce egg production. The video, produced by Animal Equality, kicks off a broad new effort to end some of the cruelest practices of modern animal agriculture in countries outside the United States. It is funded in large part by Facebook co-founder Dustin Moskovitz and his wife Cari Tuna through the Open Philanthropy Project. In the undercover video, egg-laying hens are held in wire cages so small they cannot stretch their limbs, let alone perform basic instinctual behavior. Many of the hens are filthy, covered in other birds’ droppings, and confined with other chickens that are dead or dying. They are also subjected to “forced molting,” a practice to induce stress in hens by depriving them of light and starving them for days on end. The stress causes birds to shed and regrow their feathers. They temporarily stop laying eggs, providing their reproductive systems time to recuperate, and subsequently they produce better quality eggs. WARNING: The video below shows graphic content including injured and deceased chickens. It may be disturbing to some viewers.  Roughly five billion egg-laying chickens are raised globally each year, and the vast majority spend their lives confined in these small enclosures, called battery cages.  Recent campaigns to end the use of battery cages in the U.S. have been the most successful in the history of farm animal welfare, advocates say. In the last two years alone, every major grocery and fast-food chain in the country has committed to selling only cage-free eggs. Aiming to replicate this success abroad, the Open Philanthropy Project last week announced nearly $4 million in grants to animal groups to pursue international cage-free campaigns. “A lot of the factory farming practices that cause so much suffering to animals in the U.S. have now been exported around the globe,” said Lewis Bollard, who oversees the project’s farm animal welfare grants. “We don’t want to make progress in the U.S. only to see it undermined by a continuation and expansion of the practices abroad.” Latin America is a major focus. Mexico and Brazil are two of the world’s leading egg-producing countries and conditions for hens there are even worse than in the United States. Forced molting remains standard practice in Latin America (it is uncommon in the U.S. and illegal in Europe), and egg-laying chickens are packed about 30 percent more tightly than in U.S. factory farms. A typical hen raised in Mexico will live out its one- or two-year existence within the space of 48 square inches. Sharon Nunez, executive director of Animal Equality, said the undercover video was the Mexican public’s first glimpse inside their country’s factory farms.  Animal Equality is not identifying food companies that purchase eggs from the facility shown in the video. Rather, Nunez said, the footage would first be used to privately pressure companies to voluntarily adopt new welfare policies. Beyond Latin America, the Open Philanthropy Project is funding new advocacy work in India, Japan and Germany, as well as campaigns targeting multinational food companies headquartered in Europe. The project targets high-impact causes that aren’t getting sufficient funding from other charitable donors. The largest grants were awarded to Humane Society International, the Humane League and Mercy for Animals, and they’ve already built some early momentum. The world’s largest and second-largest food services corporations ― Compass Group and Sodexo ― each recently announced timelines for converting their entire global operations to cage-free eggs. And two weeks ago, Burger King became the first major fast-food brand to commit to using only cage-free eggs in its Latin America supply chain. type=type=RelatedArticlesblockTitle=Related Coverage + articlesList=577304f6e4b0352fed3e5b16,57f4414be4b0325452623771,575b0adde4b00f97fba8406f,57ec4405e4b082aad9b921e8 -- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.

11 октября 2016, 19:53

Grisly Undercover Video Shows Chickens Being Starved To Produce More Eggs

An animal protection group has released graphic undercover footage of an industrial chicken farm in Mexico, where hens spend their lives trapped in minuscule cages and are intentionally starved to induce egg production. The video, produced by Animal Equality, kicks off a broad new effort to end some of the cruelest practices of modern animal agriculture in countries outside the United States. It is funded in large part by Facebook co-founder Dustin Moskovitz and his wife Cari Tuna through the Open Philanthropy Project. In the undercover video, egg-laying hens are held in wire cages so small they cannot stretch their limbs, let alone perform basic instinctual behavior. Many of the hens are filthy, covered in other birds’ droppings, and confined with other chickens that are dead or dying. They are also subjected to “forced molting,” a practice to induce stress in hens by depriving them of light and starving them for days on end. The stress causes birds to shed and regrow their feathers. They temporarily stop laying eggs, providing their reproductive systems time to recuperate, and subsequently they produce better quality eggs. WARNING: The video below shows graphic content including injured and deceased chickens. It may be disturbing to some viewers.  Roughly five billion egg-laying chickens are raised globally each year, and the vast majority spend their lives confined in these small enclosures, called battery cages.  Recent campaigns to end the use of battery cages in the U.S. have been the most successful in the history of farm animal welfare, advocates say. In the last two years alone, every major grocery and fast-food chain in the country has committed to selling only cage-free eggs. Aiming to replicate this success abroad, the Open Philanthropy Project last week announced nearly $4 million in grants to animal groups to pursue international cage-free campaigns. “A lot of the factory farming practices that cause so much suffering to animals in the U.S. have now been exported around the globe,” said Lewis Bollard, who oversees the project’s farm animal welfare grants. “We don’t want to make progress in the U.S. only to see it undermined by a continuation and expansion of the practices abroad.” Latin America is a major focus. Mexico and Brazil are two of the world’s leading egg-producing countries and conditions for hens there are even worse than in the United States. Forced molting remains standard practice in Latin America (it is uncommon in the U.S. and illegal in Europe), and egg-laying chickens are packed about 30 percent more tightly than in U.S. factory farms. A typical hen raised in Mexico will live out its one- or two-year existence within the space of 48 square inches. Sharon Nunez, executive director of Animal Equality, said the undercover video was the Mexican public’s first glimpse inside their country’s factory farms.  Animal Equality is not identifying food companies that purchase eggs from the facility shown in the video. Rather, Nunez said, the footage would first be used to privately pressure companies to voluntarily adopt new welfare policies. Beyond Latin America, the Open Philanthropy Project is funding new advocacy work in India, Japan and Germany, as well as campaigns targeting multinational food companies headquartered in Europe. The project targets high-impact causes that aren’t getting sufficient funding from other charitable donors. The largest grants were awarded to Humane Society International, the Humane League and Mercy for Animals, and they’ve already built some early momentum. The world’s largest and second-largest food services corporations ― Compass Group and Sodexo ― each recently announced timelines for converting their entire global operations to cage-free eggs. And two weeks ago, Burger King became the first major fast-food brand to commit to using only cage-free eggs in its Latin America supply chain. type=type=RelatedArticlesblockTitle=Related Coverage + articlesList=577304f6e4b0352fed3e5b16,57f4414be4b0325452623771,575b0adde4b00f97fba8406f,57ec4405e4b082aad9b921e8 -- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.

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26 сентября 2016, 15:21

Известный шеф-повар взялся за питание американских военных

Первый военный ресторан Ирвина открылся совсем недавно в Пентагоне, он называется "Свежая кухня от Роберта Ирвина". За первую неделю работы в нём не было свободных мест, так как, по словам военных, они устали от фаст-фуда, которым обычно кормят американских служащих. Теперь Ирвин собирается сотрудничать с компанией Sodexo, которая ежедневно обслуживает более 125 тысяч человек на военных базах США и в правительственных зданиях. По его словам, он надеется накормить военных и приобщить их к здоровому образу жизни. Сам Ирвин — бывший кок в британском королевском флоте. Он уже получил американское гражданство и руководит фондом имени себя (Robert Irvine Foundation) который выделяет средства ветеранским организациям по всем Соединённым Штатам. В его планах более серьёзное вмешательство в рацион американских военных по всему миру, который он намеревается коренным образом пересмотреть.    Лайф напоминает, что недавно было обнародовано исследование, согласно которому каждый 13-й служащий армии США испытывает проблемы с весом. Среди причин в том числе неправильное и избыточное питание. 

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08 сентября 2016, 19:35

Sodexo приобрела Inspirus

Французская компанияSodexo приобрела американского производителя программного обеспеченияInspirus. Стоит отметить, что финансовые и прочие условия сделки пока не разглашаются. Напомним, что несколько лет назадSodexo приобрела британскую фирмуMotivcom за 41 млн фунтов стерлингов ($54,87 млн).

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08 сентября 2016, 09:54

Sodexo приобрела Inspirus

Французская компанияSodexo приобрела американского производителя программного обеспеченияInspirus. Стоит отметить, что финансовые и прочие условия сделки пока не разглашаются. Напомним, что несколько лет назадSodexo приобрела британскую фирмуMotivcom за 41 млн фунтов стерлингов ($54,87 млн).

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07 сентября 2016, 15:39

France's Sodexo buys U.S. software company Inspirus

PARIS, Sept 7 (Reuters) - French facilities management and vouchers group Sodexo said on Wednesday it was buying Inspirus, a U.S. company that sells software that helps employers develop programmes to reward and motivate staff.

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11 августа 2016, 11:57

В аэропорту Лондона лишены пропусков 300 сотрудников

Действие пропусков 300 сотрудников компании Sodexo, обслуживающих лондонский аэропорт Хитроу, временно заблокировано. Как сообщает британский телеканал Sky News, речь идет, прежде всего, о тех сотрудниках, которые занимались уборкой помещений и подвозили продукты питания. Компания Sodexo назвала решение о блокировании действия пропусков «профилактической мерой». Не исключено, что часть работников подозревается в симпатиях к исламским террористам.

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11 августа 2016, 00:32

СМИ: Около 300 сотрудников Хитроу отстранены от работы из-за мошенничества с пропусками

Компания Sodexo, специализирующаяся на организации питания, отстранила от работы 300 сотрудников, работавших в лондонском аэропорту Хитроу, из-за предполагаемого мошенничества с пропусками. Читать далее

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16 апреля 2016, 07:01

The Fight for Cage-Free Eggs

A Massachusetts ballot initiative calling for expanded living space for chickens could affect consumers and producers across the country.

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12 апреля 2016, 10:20

Мировые рынки: Европа - все внимание инвесторов направлено на старт сезона корпоративных отчетностей

Гладких Анастасия, аналитик отдела анализа мировых рынков (ИК "Финам") В понедельник, 11 апреля, ключевые фондовые индексы Европы продемонстрировали положительную динамику на фоне удорожания акций банков и горнодобывающих компаний. Стоит отметить, что все внимание инвесторов направлено на старт сезона корпоративных отчетностей. Так, уже на этой неделе будут опубликованы отчетности таких компаний, как Tesco и Sodexo. Аналитики прогнозируют в 2016 году снижение прибыли прибылей компаний, входящих в состав индекса Stoxx 600, тогда как ранее ожидался рост. Читать далее... В разделе "Мировые рынки" вы можете ознакомиться с новостями, обзорами и комментариями по ситуации на зарубежных рынках.

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12 апреля 2016, 09:39

Европа: все внимание инвесторов направлено на старт сезона корпоративных отчетностей

В понедельник, 11 апреля, ключевые фондовые индексы Европы продемонстрировали положительную динамику на фоне удорожания акций банков и горнодобывающих компаний. Стоит отметить, что все внимание инвесторов направлено на старт сезона корпоративных отчетностей. Так, уже на этой неделе будут опубликованы отчетности таких компаний, как Tesco и Sodexo. Аналитики прогнозируют в 2016 году снижение прибыли прибылей компаний, входящих в состав индекса Stoxx 600, тогда как ранее ожидался рост. Читать далее... Свои мнения и замечания Вы можете оставлять в рамках чата этого раздела или присылать на наш электронный адрес .

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12 апреля 2016, 08:35

Европа: все внимание инвесторов направлено на старт сезона корпоративных отчетностей

В понедельник, 11 апреля, ключевые фондовые индексы Европы продемонстрировали положительную динамику на фоне удорожания акций банков и горнодобывающих компаний. Стоит отметить, что все внимание инвесторов направлено на старт сезона корпоративных отчетностей. Так, уже на этой неделе будут опубликованы отчетности таких компаний, как Tesco и Sodexo. Аналитики прогнозируют в 2016 году снижение прибыли прибылей компаний, входящих в состав индекса Stoxx 600, тогда как ранее ожидался рост. Читать далее... Свои мнения и замечания Вы можете оставлять в рамках чата этого раздела или присылать на наш электронный адрес .