New Bill OReilly Accusations Heighten Pressure as Murdochs Weigh Fox News Stars Fate Variety. New harassment claims against Bill OReilly have heightened the pressure on the Murdoch clan as they weigh a decision about the fate of Fox News star anchor. OReilly went on vacation on April 1. Hes been scheduled to return to The OReilly Factor on April 2. Tuesday by New York magazine said the Murdochs James Murdoch and Lachlan Murdoch, 2. Century Fox CEO and chairman, respectively, and patriarch Rupert Murdoch, chairman of Fox News are leaning toward not allowing OReilly return to his show. That would be a stunning decision for a personality who has been part of Fox News Channel almost from day one in 1. Many science fiction works have been set in the 21st century years 2001 to 2100. With humanity now in the 21st century, many of the predictions of these works have. Television is Foxs television syndication division. Century Fox Television is the studios television production division. During the mid1950s features. Download GIF Keyboard for your iOS for exclusive Taken3 gifs. TAKEN 3 Official Trailer Liam Neeson returns as. Hitman Agent 47 Official Trailer 2 Speed. Intelligence. Strength. The DNA of the perfect Agent. Watch the new Hitman Agent 47 trailer HITMAN AGENT. Attorney Lisa Bloom said Tuesday that she is representing a new woman making a complaint of sexual and racial harassment against OReilly, claiming that he made offensive gestures toward her and called her hot chocolate. OReillys lawyer called the claim outrageous and blasted the fact that it was made by an anonymous woman. It is outrageous that an allegation from an anonymous person about something that purportedly happened almost a decade ago is being treated as fact, especially where there is obviously an orchestrated campaign by activists and lawyers to destroy Mr. OReilly and enrich themselves through publicity driven donations, said attorney Marc Kasowitz. A source close to OReilly said Tuesday afternoon that the host has not been fired, nor has Fox News initiated any negotiations on an exit agreement. St Century Fox Opening' title='21St Century Fox Opening' />A Fox News spokeswoman declined to comment. Fox News is already conducting an investigation into allegations made by former OReilly Factor contributed Wendy Walsh, who is also repped by Bloom. OReilly has been at the center of a sexual harassment scandal since April 1, when the New York Times published an expose documenting 1. OReilly or Fox News to five women since 2. In a Twitter post on Tuesday, Bloom said that the woman called in to report a complaint on the Fox News hotline the anonymous hotline is for all of 2. Century Fox, Fox News parent company, according to a spokeswoman. The womans identity was not disclosed. She is an African American woman who was a clerical worker in 2. Fox News, Bloom said in an interview with HLN. She did not work directly for Bill OReilly, but she worked near him and she alleges that he engaged in a campaign for months of sexual harassment against her. He wouldnt speak to her, other than to say things like, Mmm Hmm, make grunting noises like an animal, she alleges, leering at her, looking at her cleavage and her legs, and he would call her hot chocolate, which she found to be very offensive. Bloom said that the woman found the situation upsetting and distressing. She said that they have spoken to a family member, a boyfriend, and a roommate who back up her claims. She wanted to keep her job, she didnt complain at the time, but now she knows that Fox News is considering whether or not to keep him, and although she is very scared and wishes to remain anonymous, she felt that she had to add her story and speak out, and so we called that into the hotline today, Bloom said. She said that her client is not asking for money, but wants accountability. Bloom spurred the internal Fox News investigation by calling the companys HR hotline with Walshs complaint earlier this month. That triggered an investigation by 2. Century Foxs outside law firm, Paul, Weiss, Rifkind, Wharton Garrison. In an interview, Bloom said that one or more accusers are very likely to come forward soon, although she declined to get into specifics. Responding to the statement from OReillys attorney, she said, I am representing all of my OReilly accusers for free, and I am sure that Mr. Kasowitz is being compensated handsomely for his representation of accused serial harasser Bill OReilly. Bloom also has called for an independent investigation of harassment and retaliation at Fox News by state authorities in New York. She has called on OReilly to be fired, but says that even if that were to happen, she it would still like to see a state investigation to proceed. Dozens of advertisers have pulled their advertising from OReillys show in the wake of the Times report, and protesters demonstrated outside Fox News headquarters on Tuesday to demand that he be fired. The protest was sponsored by the advocacy group Ultra. The XFiles TV Series Check out the latest news, scheduling and show information. Anyone who pulls the organization in new directions must look inward as well as outward. Leo Tolstoy, the Russian novelist, famously wrote, Everyone thinks of. Stock quote for TwentyFirst Century Fox, Inc. Class B Common Stock FOX Get realtime last sale and extended hours stock prices, company news, charts, and company. Check out all the best action from the opening round of the Walker Cup. Change leader, change thyself Mc. Kinsey Company. Anyone who pulls the organization in new directions must look inward as well as outward. Leo Tolstoy, the Russian novelist, famously wrote, Everyone thinks of changing the world, but no one thinks of changing himself. Tolstoys dictum is a useful starting point for any executive engaged in organizational change. After years of collaborating in efforts to advance the practice of leadership and cultural transformation, weve become convinced that organizational change is inseparable from individual change. Simply put, change efforts often falter because individuals overlook the need to make fundamental changes in themselves. Building self understanding and then translating it into an organizational context is easier said than done, and getting started is often the hardest part. We hope this article helps leaders who are ready to try and will intrigue those curious to learn more. Organizations dont changepeople do. Many companies move quickly from setting their performance objectives to implementing a suite of change initiatives. Be it a new growth strategy or business unit structure, the integration of a recent acquisition or the rollout of a new operational improvement effort, such organizations focus on altering systems and structures and on creating new policies and processes. To achieve collective change over time, actions like these are necessary but seldom sufficient. A new strategy will fall short of its potential if it fails to address the underlying mind sets and capabilities of the people who will execute it. Mc. Kinsey research and client experience suggest that half of all efforts to transform organizational performance fail either because senior managers dont act as role models for change or because people in the organization defend the status quo. In other words, despite the stated change goals, people on the ground tend to behave as they did before. Equally, the same Mc. Kinsey research indicates that if companies can identify and address pervasive mind sets at the outset, they are four times more likely to succeed in organizational change efforts than are companies that overlook this stage. Razer Game Booster 3 5 6 0 Beta News'>Razer Game Booster 3 5 6 0 Beta News. Chicken Invaders 4 Plus 5 Trainer more. Look both inward and outward. Companies that only look outward in the process of organizational changemarginalizing individual learning and adaptationtend to make two common mistakes. The first is to focus solely on business outcomes. That means these companies direct their attention to what Alexander Grashow, Ronald Heifetz, and Marty Linsky call the technical aspects of a new solution, while failing to appreciate what they call the adaptive work people must do to implement it. The second common mistake, made even by companies that recognize the need for new learning, is to focus too much on developing skills. Training that only emphasizes new behavior rarely translates into profoundly different performance outside the classroom. In our work together with organizations undertaking leadership and cultural transformations, weve found that the best way to achieve an organizations aspirations is to combine efforts that look outward with those that look inward. Linking strategic and systemic intervention to genuine self discovery and self development by leaders is a far better path to embracing the vision of the organization and to realizing its business goals. What is looking inward Looking inward is a way to examine your own modes of operating to learn what makes you tick. Individuals have their own inner lives, populated by their beliefs, priorities, aspirations, values, and fears. These interior elements vary from one person to the next, directing people to take different actions. Interestingly, many people arent aware that the choices they make are extensions of the reality that operates in their hearts and minds. Indeed, you can live your whole life without understanding the inner dynamics that drive what you do and say. Yet its crucial that those who seek to lead powerfully and effectively look at their internal experiences, precisely because they direct how you take action, whether you know it or not. Taking accountability as a leader today includes understanding your motivations and other inner drives. For the purposes of this article, we focus on two dimensions of looking inward that lead to self understanding developing profile awareness and developing state awareness. Profile awareness. An individuals profile is a combination of his or her habits of thought, emotions, hopes, and behavior in various circumstances. Profile awareness is therefore a recognition of these common tendencies and the impact they have on others. We often observe a rudimentary level of profile awareness with the executives we advise. They use labels as a shorthand to describe their profile, telling us, Im an overachiever or Im a control freak. Others recognize emotional patterns, like I always fear the worst, or limiting beliefs, such as you cant trust anyone. Other executives weve counseled divide their identity in half. They end up with a simple liking for their good Dr. Jekyll side and a dislike of their bad Mr. Hyde. Finding ways to describe the common internal tendencies that drive behavior is a good start. We now know, however, that successful leaders develop profile awareness at a broader and deeper level. State awareness. State awareness, meanwhile, is the recognition of whats driving you at the moment you take action. In common parlance, people use the phrase state of mind to describe this, but were using state to refer to more than the thoughts in your mind. State awareness involves the real time perception of a wide range of inner experiences and their impact on your behavior. These include your current mind set and beliefs, fears and hopes, desires and defenses, and impulses to take action. State awareness is harder to master than profile awareness. While many senior executives recognize their tendency to exhibit negative behavior under pressure, they often dont realize theyre exhibiting that behavior until well after theyve started to do so. At that point, the damage is already done. We believe that in the future, the best leaders will demonstrate both profile awareness and state awareness. These capacities can develop into the ability to shift ones inner state in real time. That leads to changing behavior when you can still affect the outcome, instead of looking back later with regret. It also means not overreacting to events because they are reminiscent of something in the past or evocative of something that might occur in the future. Close the performance gap. When learning to look inward in the process of organizational transformation, individuals accelerate the pace and depth of change dramatically. In the words of one executive we know, who has invested heavily in developing these skills, this kind of learning expands your capacity to lead human change and deliver true impact by awakening the full leader within you. In practical terms, individuals learn to align what they intend with what they actually say and do to influence others. Erica Ariel Foxs recent book, Winning from Within,5 calls this phenomenon closing your performance gap. That gap is the disparity between what people know they should say and do to behave successfully and what they actually do in the moment. Download Fastlane Millionaire Pdf. The performance gap can affect anyone at any time, from the CEO to a summer intern.