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2 Treffer www.qualicert.ch

Text zeigen Zeige Ausgangstext im Cache URL mit Ausgangstext zeigen	Zunanja prevleka je del prevleke, ki je viden potniku v avtomobilu. Sestavljena je iz več plasti blaga oziroma tkanine in pene. To plast z mrežnimi lepili pritrdimo na trdo podlago, s čimer prevleka dobi svojo značilno obliko in obris.
Textseiten vergleichen HTM-Seiten vergleichen URL mit Ausgangstext zeigen URL mit Zielsprache zeigen bostik.com als Prioritätsdomäne definieren	Le faisceau de câblage transmet l'électricité dans le véhicule et fait partie des accessoires de la garniture de pavillon. La console fournit l'éclairage supérieur ainsi que l'électricité pour les appareils vidéo embarqués et les commandes électroniques.
Textseiten vergleichen HTM-Seiten vergleichen URL mit Ausgangstext zeigen URL mit Zielsprache zeigen bostik.com als Prioritätsdomäne definieren	Il cablaggio distribuisce l'alimentazione in tutto il veicolo e costituisce una parte integrante degli elementi accessori dell'headliner. Le postazioni di controllo situate nell'headliner forniscono illuminazione, alimentazione per i dispositivi di riproduzione video e controlli elettronici.

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Ključna igra odnosov v podjetju je razmerje dam – daš. Zaposleni se morajo zavedati, da morajo v podjetje nekaj vložiti (znanje, delo, dobro voljo, iznajdljivost, nenehno nagrajevanje itd.), če hočejo v zameno tudi kaj dobiti.

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Each company has its own corporate culture, which develops based on the personal traits of the people within it. One of employees’ key aspects is their knowledge, which should not be carved in stone but subject to constant upgrade. Employee relationships based on honesty can patch any mistake and mistakes can happen to anyone. The company EDITOR does not encourage authoritarian leadership or being punished for one’s mistakes. The important thing is for any employee to realise that mistakes are what we can learn from. The key interaction among employees is based on give and take concept. The team needs to realise that they need to invest something (knowledge, work, good mood, ingenuity, constant growth etc.) in order to get something in return. The relationships cannot be based solely on people expecting to get something. This scheme seems to be functioning rather well for us. The more one gives, the more they get in return. And it is not just about the money but any form of remuneration – each employee has unique personality and gets awarded in a way that fits them best. According to Tomaž, he has complete trust in his team, as they are capable of leading things rather independently, which allows him to focus on new projects and opportunities but he in no way plans to withdraw from entrepreneurship.

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