Making Common Sense Common Practice Book

Making Common Sense Common Practice Book

Making Common Sense Common Practice

Today, change is a fact of life in any organization. The question is: Will change kill the morale and initiative of your workers, or will they respond with the creative energy needed to maintain or even improve their performance? The difference depends on skillful leaders who use common-sense methods described in these pages to produce high performance. Making Common Sense Common Practice by Drs. Vic Buzzotta, Robert Lefton, Alan Cheney, and Ann Beatty offers leaders the timely, pragmatic information they need to deal with the ever-accelerating pace of change.

highperformance-model-293×300

Common Sense Model

The authors unveil a common sense model.  It reveals that the path to high performance has 4 areas:

  1.  Know Where You are Going.
  2.  Ensure People Have What It Takes.
  3.  Develop and Enable Them.
  4.  Help Them Stay on Track.

They show how trust ties everything together.

Common Sense is Not So Common

Why is common sense in the workplace not more common?  Making Common Sense Common Practice teaches what you can do to make common sense more common and more utilized on the job.

Leadership is Common Sense

Leadership isn’t rocket science.  Common sense leadership yields results.  Learn how you can leverage it at your workplace.

Table of Contents

Chapter 1  Common Sense, Change, and Tension

Chapter 2  What Kind of Leader Should You Be?

Chapter 3  Calibrate Your Own Thermostat

Chapter 4  Know Where You Are Going

Chapter 5  Ensure People Have What It Takes

Chapter 6  Develop and Enable the Right People

Chapter 7  Help People Stay on Track

Chapter 8  Trust, the Glue that Holds It All Together

Chapter 9  The Road to High Performance

 

To Get Your Copy

To receive a copy of Making Common Sense Common Practice, please complete the form below.

 

First Chapter – Common Sense, Change, and Tension

“Common sense in an uncommon degree is what the world calls wisdom.”

-Samuel Taylor Coleridge, English Poet

Unless you have been living on another planet, you know that change best characterizes what has been happening to almost every organization over the past decade or so. Often this change has been rapid and unpredictable.

The very existence of many organizations has become dependent on their ability to compete more aggressively in the face of global competition, to be first in the marketplace to capture market share, and to reinvent themselves continually to keep up with technology.

It’s not as if change weren’t around before the ’80s, but the pace has accelerated dramatically since then. During an hour-long interview we conducted with the CEO of a Canadian-based multinational corporation, he referred to change forty-five times. “You don’t have breathing spells any more. Change is so fast that what may have worked well six months ago may not be working so well now.  You’ve got to constantly assess and understand the changes occurring around you if you’re going to take rapid corrective action.”

 

Common Sense Capsule #1

Out of the fray has come a constant reordering of the corporate entity through divestitures, mergers, buyouts, takeovers, relocations, re-engineering, downsizing, and layoffs.

In an effort to mobilize employees and increase their efficiency to meet the crunching demands of survival, leaders have turned to a variety of methods in recent years to manage people better.

You may be discounting your best and most powerful source of reliable management wisdom-your own common sense.

 

His comments mirrored what was said by almost every senior executive we have talked to in more than 250 interviews at multinational corporations in the United States, Canada, the United Kingdom, and France.

Out of the fray has come a constant reordering of the corporate entity through divestitures, mergers, buyouts, takeovers, relocations, re-engineering, downsizing, and layoffs. Along for this roller coaster ride of change has been the organization’s workforce. Every boardroom decision filters down as a people decision that must be addressed by the organization’s managers and leaders.

In an effort to mobilize employees and increase their efficiency to meet the crunching demands of survival, leaders have turned to a variety of methods in recent years to manage people better. Quality circles and total quality  management programs have been launched. Empowerment and teamwork are more recent attempts to help maximize the contributions made by individuals and groups. Add to these developments the countless motivational books, tapes, lectures, and seminars devoted to improving the performance of workers.

We don’t disparage these efforts. We just feel there is an important ingredient being overlooked. As we suggested in the introduction, while searching for dramatically new and different ways to lead, you may be discounting your best and most powerful source of reliable management wisdom-your own common sense.

What are the basic commonsense principles about people and groups that you know to be true? If you can tap in to these truths, if you can take advantage of your own common sense as a guide, you can be a better leader simply by using what you already know.

For instance, it would be impossible to function if you had to approach every person you met without applying rudimentary common sense. You make choices all the time based on your “best guess” as to how people will react. Most of your common sense about others is based on an understanding of human behavior that you have assimilated through your experiences in life.

Common Sense Capsule

You can be a better leader simply by using what you already know.

The principles we will discuss are based on tested common sense.

All have been empirically verified by psychological research or in the real world of the workplace.

 

Most people feel empathy with others and bring an understanding about them to new situations. Even though you can recognize the ethnic, cultural, and developmental uniqueness of people, your common sense tells you that people are more alike than they are different. They respond with similar reactions and emotions to given situations.

Your own ability to predict the likely reactions of people gets to the heart of our ideas. We are inviting you to trust your common sense and pay heed to it in making leadership decisions. Unlike some of the fads and gimmicks that pass for sound leadership principles, our approach will help you confront the people problems of today, tomorrow, and next year … in spite of the pace of change.

This is true because the principles we will discuss are based on tested common sense. That is, the assumptions made about human nature have all been empirically verified by psychological research or in the real world of the workplace. They are not the product of armchair experts speculating and manufacturing catchy-sounding theories.

Because we are talking about tested common sense, we are weeding out stereotypes, biases, and prejudices. Some may mistake these for common sense, but they are not; they have not survived testing in the workplace. They have proven to be false.

While it seems logical to apply common sense, leaders often fail to make it a common practice. Let’s look at several workplace examples, all of which we have observed firsthand.

Situation

The senior executives of a U.S.-based chemical company pushed hard for employee empowerment. The executives believed it would solve all the problems created by middle management downsizing, which resulted in the average span of control rising from eight to twenty people per manager. Their direct reports were given more responsibility and encouraged to show initiative. But the results were disappointing. Their efforts seemed off the mark and unfocused.

 

Common Sense Capsule

Giving people the freedom to act should not mean setting them adrift.

Common sense says that leaders must help empowered workers focus their energies by providing clear direction.

Empowerment programs often fail and become regarded as just another passing “gimmick.”

 

Low-quality decisions abounded. Where was all that creative energy that is supposed to be unleashed when workers feel more “in charge”?

Common Sense

Giving people the freedom to act should not mean setting them adrift. Common sense says that leaders must help empowered workers focus their energies by providing clear direction. True empowerment must be accompanied by explicit objectives. In addition, employees who are “empowered” but not skilled and competent to do their jobs are likely to fail. You can’t make people excel simply by giving them the go-ahead. They must have the capability to use their new empowerment; only then will you see its advantages.

What Went Wrong?

Empowerment is not a magic word. Leaders who apply it as a quick fix neglect common sense when they give employees added responsibilities without providing strong direction. They also overlook the preparatory work they must do to make sure empowered people are competent to perform their jobs. For these reasons, empowerment programs often fail and become regarded as just another passing “gimmick” used in management. It’s a shame, because real empowerment is an excellent way for employees to develop their potential.

Situation

The U.S. subsidiary of a prominent Scandinavian heavy equipment manufacturer reorganized the production facilities by forming self-directed work teams that would operate without the typical leader. Despite teamwork training, people continued to behave as they always had. They did their parts of the job without touching base with others. They appeared to be competing with co-workers.

 

Common Sense Capsule

If leaders trying to promote teamwork continue to recognize only individual achievement, teamwork will suffer, if not disappear.

When change occurs, employees will be more concerned about themselves than about the firm.

 

Common Sense

When leaders introduce teamwork-an alternative to the traditional way of getting work done-they must change their compensation system so that it recognizes and rewards workers for the productivity of the entire team. If they continue to recognize only individual achievement, teamwork will suffer, if not disappear. 

What Went Wrong?

While it is admirable for leaders to be innovative in the way they organize workers’ efforts, they must follow through and make needed adjustments throughout the system, including how they reward employees. It is just common sense that when workers are rewarded for individual achievement, they will feel they are competing with each other and avoid collaborating.

Situation

Competition from larger companies had hurt sales at a U.S.-based pharmaceutical firm, and HMO-type organizations were demanding better quality at lower prices. Management responded by re-engineering the production processes. The CEO outlined the new goals and values in a video. The new manufacturing procedures, which were supposed to result in higher quality output at lower costs, also resulted in the closing of some antiquated plants.

Instead of the expected re-energized workforce, management found many employees who appeared anxious and distracted, unable to focus on the challenges at hand. Although costs were somewhat lower, quality also dropped.

 Common Sense

People tend to resist change when it threatens their security. “Is my plant the next to close?” “Are we about to be downsized?” Uncertain, fearful employees become cynical and quickly lose their sense of loyalty. Under these circumstances, productivity will most certainly decline.

 

Common Sense Capsule

In spite of the fact that most leaders know how important the human factor is, they let it slip for down their priorities list as the daily fire fighting overtakes them. Corporate concerns simply overwhelm their common sense.

Leaders are tempted to respond by looking for new solutions rather than simply acting on what they already know.

In the world of change, we can be certain that as organizations attempt to cope, this push-pull effect between the old and the new will produce heightened tension in the workplace.

 

What Went Wrong?

These executives continued making plans, expecting employees to maintain the same level of commitment to their work in spite of the ominous changes going on around them. Naturally, when change occurs, employees will be more concerned about themselves than about the firm.

These leaders should have anticipated dips in production, some defection of loyal employees, erosion of trust, and other unsettling reactions as a by-product of their actions. By doing so, they could have taken appropriate,  preventive action to minimize the negative responses, where possible, before they occurred. Wishful thinking or worse, indifference, may have prevented the leaders from identifying with their workforce and seeing the changes from their perspective.

We could give other examples and will do so as we take up individual issues in coming chapters. You can see, though, the pattern of ignoring common sense in each situation. Why do leaders do this? In spite of the fact that most leaders know how important the human factor is, they let it slip far down their priorities list as the daily fire fighting overtakes them. Corporate concerns simply overwhelm their common sense. They tend to forget that so many  seemingly new problems are really old ones. Leaders are tempted to respond by looking for new solutions rather than simply acting on what they already know.

Most social and economic forecasts call for a continued lack of stability in the marketplace. So, the commonsense leader must anticipate that the workforce will show a variety of predictable reactions. Some will aggressively fight change and organize resistance efforts. Others will show a dispirited acceptance of the new conditions (“Things could be worse; I still have a job”). Some people will accept early retirement. Still others will “retire” on the job.

 Managing Tension

In the world of change, we can be certain that as organizations attempt to cope, this push-pull effect between the old and the new will produce heightened tension in the workplace. Is this necessarily bad? No.

 

Common Sense Capsule

In your leadership role, you can and should be in the business of managing the tension level of people.

When we speak of tension, we are referring to the catalyst for generating energy within any system.

Peter Senge said, “The gap between vision and current reality is a source of energy... Indeed, the gap is the source of creative energy. We call this gap creative tension.”

 

Tension can either be productive or destructive, depending on its effect on people. What matters is how a particular organization and its leaders respond to tension. Why is it that one organization seems tired and immobile, its attitude toward change seemingly embalmed in apathy? How is it that another organization is frantic and distressed, its people easily derailed and almost hysterical much of the time? Why is still another organization able to take on one challenge after another, its leaders and workers energized in their enthusiasm to prevail?

We think the difference in every case is the extent to which leaders are aware of tension and are able to use common sense to regulate it. When you think about it, you can’t do a lot about the changes to which your people will be subjected. However, in your leadership role, you can and should be in the business of managing the tension level of people.

We are not using the term tension here as a synonym for stress. Stress is negative, a nonproductive feeling of anxiety and strain that surfaces when people are put under pressure for extended periods of time.

When we speak of tension, we are referring to the catalyst for generating energy within any system. Tension is present in every human being, in every species … even in entire ecosystems. When long-term environmental conditions change in the physical world, they create tension for plants and animals that ripples out like a pebble tossed in the water. Some species are obliterated. Others survive and eventually adapt to the new conditions. Surviving species evolve and even thrive as a response to the tension in the environment.

Tension also provides a catalyst in the psychological realm. In his pioneering book The Fifth Discipline, Peter Senge said, “The gap between vision and current reality . . . is a source of energy. . .  Indeed, the gap is the source of creative energy. We call this gap “creative tension.”1 Tension forms when a gap exists between what we have and what we need for fulfillment.

 

Common Sense Capsule

Research shows that too little or too much tension has the same result: sub-optimal productivity.

Between these two extremes lies an ideal level of tension.

That middle ground of optimum tension is precisely what the commonsense leader strives to maintain.

As a leader, think of yourself as the tension thermostat for your organization: Your job is to manage productivity by controlling the tension level.

 

Now, apply this to the workplace. Tested common sense says that when there’s too little tension in the workplace, employees tend to relax and not take on challenges, resulting in a reduction of effort. Likewise, too much tension creates interference that can paralyze productivity. Workers are distracted by anxiety and stress and are more likely to get sick or have accidents. Research shows that too little or too much tension has the same result: sub-optimal productivity.

Regulating the Tension Thermostat

Between these two extremes lies an ideal level of tension. As psychologist Judith Bardwick says in Danger in the Comfort Zone, “We don’t get involved if the task is too easy or too hard. At its core …, creating the conditions of Earning means moving people into a middle range of risk-increasing pressure if people are stuck in Entitlement, or decreasing pressure if they are paralyzed by Fear.”2

That middle ground of optimum tension is precisely what the commonsense leader strives to maintain. He or she takes the steps needed to raise the tension when it is too low, bringing focused, creative energy back to the task. When there is too much tension, the leader knows how to lower the tension level to minimize its disruptive effects and bring it back to a positive, energizing level.

Figure 1 below shows the relationship between individual job performance and tension. When tension is too low (on the left), workers lack that reservoir of positive energy that motivates and invigorates. Constructive tension not only creates the resiliency people need to respond to change, it also largely determines how well people perform tasks. Without constructive tension and the energy associated with it, mediocrity becomes the status quo.

Too much tension (on the right) is also bad. It dissipates rather than focuses energy. The level of intensity simply turns tension into stress.

As a leader, think of yourself as the tension thermostat for your organization: Your job is to manage productivity by controlling the tension level.

 

Common Sense Capsule

It is a balancing act. While the right amount of tension helps people stretch, too much can break them.

Just as each individual in the organization can be gauged in terms of the tension level, so too can entire organizations. When an organization maintains a very low level of tension, employees and their leaders do not feel compelled to achieve productivity goals.

tension-productivity graph

Now when you address the problems of getting the best out of workers during chaotic times, you will have a commonsense overview that crystallizes what you are really trying to accomplish-keeping tension at the optimum level (in the middle).

It is a balancing act. While the right amount of tension helps people stretch, too much can break them.

Organizations Also Have a Tension Level

Just as each individual in the organization can be gauged in terms of the tension level, so too can entire organizations. When an organization maintains a very low level of tension (on the extreme left), employees and their leaders do not feel compelled to achieve productivity goals. Jobs are fairly secure no matter how people perform. Employees can feel entitled to job benefits, which often grow lavish over time. Managers may either be aloof or completely accommodating and forgiving. They also feel little motivation to perform. Under these circumstances, no one has a desire to upset the status quo.

If you have ever dealt with or worked for a low-tension organization, one characterized by complacency, smugness, and self satisfaction, you know what we mean. Such a company can be successful as long as it has a monopoly on the market, product, or technology.

 

Common Sense Capsule

What are the conditions in your organization? Here are some of the things to look for: corporate strategy, resistance to change, resilience, and leadership.

 

However, when conditions change, when the company must compete or strive to find new markets and new customers, its people often cannot collectively summon the energy needed to reinvigorate themselves.

IBM, Kodak, British Airways, Digital Equipment, General Motors, Air France, Sears, K-Mart, NY Central Railroad, Control Data, and Pan American Airlines are all examples of organizations that, at one time or another, faltered because they were slow to respond to change. They seemed almost indifferent and apathetic about responding to the market and their competitors. Some of these organizations managed to tum themselves around while others didn’t. The life-or-death battles they waged obviously required them to redefine their strategies. They also needed to redefine their people strategies, to replace apathy with focused energy. In other words, they needed to raise the tension level of both the organization and its employees without creating disruptive tension.

What are the conditions in your organization? Here are some of the things to look for.

Corporate Strategy

Decision makers scan the horizon and see little to worry about. They continue to do what worked in the past, even though changing markets make those approaches increasingly untenable. Decision makers don’t anticipate. They don’t think about redirecting the organization, which becomes ever more slow moving and cumbersome. Inertia rules.

Resistance to Change

All organizations resist change, but low-tension ones try to smother it, since employees are largely rewarded for maintaining the status quo and are encouraged not to make waves. Thus, change is extremely threatening. That means key people in the organization will actively resist change, aided by the overstaffed bureaucracies typical of these organizations. Innovation is difficult to achieve.

 

Common Sense Capsule

Let’s look at the organization whose level of tension is too high.

Recent history is filled with examples of organizations that have almost come apart at the seams because of
the catastrophic impact of outside change.

Ironically, some of these organizations were originally low-tension firms unable to change fast enough to meet new marketplace demands.

 

Resilience

A low-tension organization that resists change for too long may become incapable of changing at all. When outside events finally force a confrontation with new realities, the result is often wrenching, sometimes catastrophic. The organization becomes too rigid to bend. Instead, it cracks, and the tension level spirals upward, sometimes out of control. At this point, the resistance to change gives way to panic and hysteria.

Leadership

Leaders of low-tension organizations have often adopted one of two management styles: hands-off/non-confrontational or coddling/accommodating. Both ignore or screen out market signals that provide early warnings that change is needed. Hands-off leaders ignore change because it may require them to make hard decisions, such as redeploying or cutting back the workforce. Coddling leaders want to protect high morale and job satisfaction so intently, they deny any evidence threatening the status quo. They won’t acknowledge intrusions on their ”big, happy family.”

Now, let’s look at the organization whose level of tension is too high (on the extreme right). As tension increases above the optimal level, stress creeps in and takes over. Why? Because a high level of tension makes employees uncertain and overwhelmed by concerns about their own skills, what’s expected of them, and how much longer their jobs will last.

You can feel the tension in these organizations! They operate in a crisis mode. Ironically, because a high stress level sometimes paralyzes workers, productivity falls below what it could be. Sensing that their efforts and abilities have no effect on the organization, that there is nothing they can do to bring tension down, employees do the defensive things people usually do under this kind of pressure. They refuse to take risks and do only what’s expected. They withdraw, thereby protecting their emotions and self-confidence from further assaults. They stop caring and shut down.

As with low-tension failures, recent history is filled with examples of organizations that have almost come apart at the seams because of the catastrophic impact of outside change.

 

Common Sense Capsule

High-producing organizations operate at an optimum tension level.

 

Tension may be high, but the leaders have it regulated.


Leaders are the regulating thermostats that
keep tension at a positive peak.

 

Ironically, some of these organizations were originally low-tension firms unable to change fast enough to meet new marketplace demands. The airline industry is filled with such examples (Pan Am, Eastern Airlines, and others). They imploded, in a sense, sending the tension thermostat needle jumping rapidly from very low to very high. Frequently, they were characterized by leaders who, out of a sense of desperation, applied one “fix it” program after another with tired, hapless, and cynical employees caught in the middle. The result was more uncertainty and turmoil in the workplace.

High-producing organizations operate at an optimum tension level (in the middle). Their leaders have found a way to allow their people to draw a direct connection between their efforts and the productivity, profitability, and overall success of their organization. The tension level is high enough to challenge and motivate but not so high as to be stressful. People see that they earn their pay, their benefits, and job security through their own efforts, individually and collectively. They are aware of what they need to do to keep the organization competitive.

To the outsider, an organization working at the ideal tension level may look just as busy as one suffering from too much tension. The pace may be fast and very demanding. Hours may be long, and many employees may work with a round-the-clock fervor. The difference is a lack of desperation or panic. Their energy isn’t misfiring in all directions. Tension may be high, but the leaders have it regulated. They are making commonsense decisions about people so as to lead and direct their energies. They are the regulating thermostats that keep tension at a positive peak.

 

Notes

  1. Peter Senge, The Fifth Principle (New York: Currency Doubleday, 1994), 151-53.
  1. Judith Bardwick, Danger in the Comfort Zone (New York: Amacom, 1995), 63.

Questionnaire

Before you go on to the next chapter, think of your own situation and answer the following questions about how your organization operates. Distribute 100 points to describe your organization’s current status.

 

__ Q1 We believe that we must slug it out in the marketplace. We believe strong, hard-hitting promotion is more important than the quality of our products or services. With the right kind of promotion, we can sell the customer anything. We believe we’ve got to turn the heat up-way up-if we’re going to get the most from our employees. When people get burned out, we can always replace them.

__ Q2 We believe there’s not much we can do to influence the marketplace. We continue to do things pretty much as we’ve always done them, including how we reach our customers and the level of quality we build into our products and services. We try not to get our people tense and stressed out about things. We just tell them to do their jobs, don’t make waves, and everything will be OK.

__ Q3 We believe that if we have the best product or service, it will sell itself. We believe in keeping promotion and marketing efforts low-key so we don’t alienate our customers. Our people not only know that “the world will beat a path to the organization that builds a better mousetrap,” but also that contented people are happy and productive people.

__ Q4 We believe that we have to stay in touch with our market and thereby be able to adapt our product, service, and strategy to constant change. Quality of product and service must be in line with marketplace demands. We have to promote fairly and honestly with our customers. We need high-energy people who are committed to achieving the best. Our employees demonstrate both individual initiative and the collaboration required to give our customers what they want.

Ready for More?

Obtain your copy of Making Common Sense Common Practice by completing the form below.  Or you can find it on Amazon or other book sites.  You might also enjoy our article, Using Effective Tension to Yield Higher Workplace Productivity.

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Methods of processing

The Owner takes appropriate security measures to prevent unauthorized access, disclosure, modification, or unauthorized destruction of the Data.
The Data processing is carried out using computers and/or IT enabled tools, following organizational procedures and modes strictly related to the purposes indicated. In addition to the Owner, in some cases, the Data may be accessible to certain types of persons in charge, involved with the operation of q4solutions.com (administration, sales, marketing, legal, system administration) or external parties (such as third-party technical service providers, mail carriers, hosting providers, IT companies, communications agencies) appointed, if necessary, as Data Processors by the Owner. The updated list of these parties may be requested from the Owner at any time.

Legal basis of processing

The Owner may process Personal Data relating to Users if one of the following applies:

  • Users have given their consent for one or more specific purposes. Note: Under some legislations the Owner may be allowed to process Personal Data until the User objects to such processing (“opt-out”), without having to rely on consent or any other of the following legal bases. This, however, does not apply, whenever the processing of Personal Data is subject to European data protection law;

  • provision of Data is necessary for the performance of an agreement with the User and/or for any pre-contractual obligations thereof;

  • processing is necessary for compliance with a legal obligation to which the Owner is subject;

  • processing is related to a task that is carried out in the public interest or in the exercise of official authority vested in the Owner;

  • processing is necessary for the purposes of the legitimate interests pursued by the Owner or by a third party.

In any case, the Owner will gladly help to clarify the specific legal basis that applies to the processing, and in particular whether the provision of Personal Data is a statutory or contractual requirement, or a requirement necessary to enter into a contract.

Place

The Data is processed at the Owner’s operating offices and in any other places where the parties involved in the processing are located.

Depending on the User’s location, data transfers may involve transferring the User’s Data to a country other than their own. To find out more about the place of processing of such transferred Data, Users can check the section containing details about the processing of Personal Data.

Users are also entitled to learn about the legal basis of Data transfers to a country outside the European Union or to any international organization governed by public international law or set up by two or more countries, such as the UN, and about the security measures taken by the Owner to safeguard their Data.

If any such transfer takes place, Users can find out more by checking the relevant sections of this document or inquire with the Owner using the information provided in the contact section.

Retention time

Personal Data shall be processed and stored for as long as required by the purpose they have been collected for.

Therefore:

  • Personal Data collected for purposes related to the performance of a contract between the Owner and the User shall be retained until such contract has been fully performed.

  • Personal Data collected for the purposes of the Owner’s legitimate interests shall be retained as long as needed to fulfill such purposes. Users may find specific information regarding the legitimate interests pursued by the Owner within the relevant sections of this document or by contacting the Owner.

The Owner may be allowed to retain Personal Data for a longer period whenever the User has given consent to such processing, as long as such consent is not withdrawn. Furthermore, the Owner may be obliged to retain Personal Data for a longer period whenever required to do so for the performance of a legal obligation or upon order of an authority.

Once the retention period expires, Personal Data shall be deleted. Therefore, the right to access, the right to erasure, the right to rectification and the right to data portability cannot be enforced after expiration of the retention period.

The purposes of processing

The Data concerning the User is collected to allow the Owner to provide its Service, comply with its legal obligations, respond to enforcement requests, protect its rights and interests (or those of its Users or third parties), detect any malicious or fraudulent activity, as well as the following: Remarketing and behavioral targeting, Tag Management, Displaying content from external platforms, Analytics, Advertising, Interaction with external social networks and platforms, User database management, Managing contacts and sending messages, Managing support and contact requests, Contacting the User, Heat mapping and session recording, Hosting and backend infrastructure, Handling payments, SPAM protection, Location-based interactions and Managing landing and invitation pages.

For specific information about the Personal Data used for each purpose, the User may refer to the section “Detailed information on the processing of Personal Data”.

Detailed information on the processing of Personal Data

Personal Data is collected for the following purposes and using the following services:

This type of service allows User Data to be utilized for advertising communication purposes displayed in the form of banners and other advertisements on q4solutions.com, possibly based on User interests.
This does not mean that all Personal Data are used for this purpose. Information and conditions of use are shown below.
Some of the services listed below may use Cookies to identify Users or they may use the behavioral retargeting technique, i.e. displaying ads tailored to the User’s interests and behavior, including those detected outside q4solutions.com. For more information, please check the privacy policies of the relevant services.
In addition to any opt out offered by any of the services below, the User may opt out of a third-party service’s use of cookies by visiting the Network Advertising Initiative opt-out page.

Facebook Audience Network (Facebook, Inc.)

Facebook Audience Network is an advertising service provided by Facebook, Inc. In order to understand Facebook’s use of Data, consult Facebook’s data policy. Q4solutions.com may use identifiers for mobile devices (including Android Advertising ID or Advertising Identifier for iOS, respectively) and technologies similar to cookies to run the Facebook Audience Network service. One of the ways Audience Network shows ads is by using the User’s ad preferences. The User can control this in the Facebook ad settings. Users may opt-out of certain Audience Network targeting through applicable device settings, such as the device advertising settings for mobile phones or by following the instructions in other Audience Network related sections of this privacy policy, if available.

Personal Data processed: Cookies; unique device identifiers for advertising (Google Advertiser ID or IDFA, for example); Usage Data.

Place of processing: United States – Privacy Policy – Opt Out. Privacy Shield participant.

The services contained in this section enable the Owner to monitor and analyze web traffic and can be used to keep track of User behavior.

User ID extension for Google Analytics (Google Inc.)

Google Analytics on q4solutions.com makes use of a feature called User ID. This setup allows for a more accurate tracking of Users by associating that User with the same ID over various sessions and devices. It is set up in a way that doesn’t allow Google to personally identify an individual or permanently identify a particular device.
The User ID extension might make it possible to connect Data from Google Analytics with other Data about the User collected by q4solutions.com.
The opt-out link below will only opt you out for the device you are on, but not from tracking performed independently by the Owner. Contact the Owner via the email address provided in this privacy policy to object to the aforementioned tracking as well.

Personal Data processed: Cookies.

Place of processing: United States – Privacy Policy – Opt Out. Privacy Shield participant.

Google Analytics with anonymized IP (Google Inc.)

Google Analytics is a web analysis service provided by Google Inc. (“Google”). Google utilizes the Data collected to track and examine the use of q4solutions.com, to prepare reports on its activities and share them with other Google services.
Google may use the Data collected to contextualize and personalize the ads of its own advertising network.
This integration of Google Analytics anonymizes your IP address. It works by shortening Users’ IP addresses within member states of the European Union or in other contracting states to the Agreement on the European Economic Area. Only in exceptional cases will the complete IP address be sent to a Google server and shortened within the US.

Personal Data processed: Cookies; Usage Data.

Place of processing: United States – Privacy Policy – Opt Out. Privacy Shield participant.

Google Analytics (Google Inc.)

Google Analytics is a web analysis service provided by Google Inc. (“Google”). Google utilizes the Data collected to track and examine the use of q4solutions.com, to prepare reports on its activities and share them with other Google services.
Google may use the Data collected to contextualize and personalize the ads of its own advertising network.

Personal Data processed: Cookies; Usage Data.

Place of processing: United States – Privacy Policy – Opt Out. Privacy Shield participant.

Google Ads conversion tracking (Google Inc.)

Google Ads conversion tracking is an analytics service provided by Google Inc. that connects data from the Google Ads advertising network with actions performed on q4solutions.com.

Personal Data processed: Cookies; Usage Data.

Place of processing: United States – Privacy Policy. Privacy Shield participant.

Display Advertising extension for Google Analytics (Google Inc.)

Google Analytics on q4solutions.com might use Google’s Interest-based advertising, 3rd-party audience data and information from the DoubleClick Cookie to extend analytics with demographics, interests and ads interaction data.

Personal Data processed: Cookies; Usage Data.

Place of processing: United States – Privacy Policy – Opt Out. Privacy Shield participant.

Facebook Ads conversion tracking (Facebook pixel) (Facebook, Inc.)

Facebook Ads conversion tracking (Facebook pixel) is an analytics service provided by Facebook, Inc. that connects data from the Facebook advertising network with actions performed on q4solutions.com. The Facebook pixel tracks conversions that can be attributed to ads on Facebook, Instagram and Audience Network.

Personal Data processed: Cookies; Usage Data.

Place of processing: United States – Privacy Policy. Privacy Shield participant.

Twitter Ads conversion tracking (Twitter, Inc.)

Twitter Ads conversion tracking is an analytics service provided by Twitter, Inc. that connects data from the Twitter advertising network with actions performed on q4solutions.com.

Personal Data processed: Cookies; Usage Data.

Place of processing: United States – Privacy Policy. Privacy Shield participant.

LinkedIn conversion tracking (LinkedIn Corporation)

LinkedIn conversion tracking is an analytics service provided by LinkedIn Corporation that connects data from the LinkedIn advertising network with actions performed on q4solutions.com.

Personal Data processed: Cookies; Usage Data.

Place of processing: United States – Privacy Policy. Privacy Shield participant.

HubSpot Analytics (HubSpot, Inc.)

HubSpot Analytics is an analytics service provided by HubSpot, Inc.

Personal Data processed: Cookies; Usage Data.

Place of processing: United States – Privacy Policy – Opt Out .

Mailing list or newsletter (q4solutions.com)

By registering on the mailing list or for the newsletter, the User’s email address will be added to the contact list of those who may receive email messages containing information of commercial or promotional nature concerning q4solutions.com. Your email address might also be added to this list as a result of signing up to q4solutions.com or after making a purchase.

Personal Data processed: address; city; company name; Cookies; country; date of birth; email address; first name; gender; last name; phone number; province; state; website; ZIP/Postal code.

Phone contact (q4solutions.com)

Users that provided their phone number might be contacted for commercial or promotional purposes related to q4solutions.com, as well as for fulfilling support requests.

Personal Data processed: phone number.

Contact form (q4solutions.com)

By filling in the contact form with their Data, the User authorizes q4solutions.com to use these details to reply to requests for information, quotes or any other kind of request as indicated by the form’s header.

Personal Data processed: address; city; company name; country; date of birth; email address; first name; gender; last name; phone number; profession; province; state; various types of Data; website; ZIP/Postal code.

This type of service allows you to view content hosted on external platforms directly from the pages of q4solutions.com and interact with them.
This type of service might still collect web traffic data for the pages where the service is installed, even when Users do not use it.

Google Site Search (Google Inc.)

Google Site Search is a search engine embedding service provided by Google Inc. that allows q4solutions.com to incorporate content of this kind on its pages.

Personal Data processed: Cookies; Usage Data.

Place of processing: United States – Privacy Policy. Privacy Shield participant.

Google Maps widget (Google Inc.)

Google Maps is a maps visualization service provided by Google Inc. that allows q4solutions.com to incorporate content of this kind on its pages.

Personal Data processed: Cookies; Usage Data.

Place of processing: United States – Privacy Policy. Privacy Shield participant.

Google Fonts (Google Inc.)

Google Fonts is a typeface visualization service provided by Google Inc. that allows q4solutions.com to incorporate content of this kind on its pages.

Personal Data processed: Usage Data; various types of Data as specified in the privacy policy of the service.

Place of processing: United States – Privacy Policy. Privacy Shield participant.

Instagram widget (Instagram, Inc.)

Instagram is an image visualization service provided by Instagram, Inc. that allows q4solutions.com to incorporate content of this kind on its pages.

Personal Data processed: Cookies; Usage Data.

Place of processing: United States – Privacy Policy.

Adobe Fonts (Adobe Systems Incorporated)

Adobe Fonts is a typeface visualization service provided by Adobe Systems Incorporated that allows q4solutions.com to incorporate content of this kind on its pages.

Personal Data processed: Usage Data; various types of Data as specified in the privacy policy of the service.

Place of processing: United States – Privacy Policy. Privacy Shield participant.

Vimeo video (Vimeo, LLC)

Vimeo is a video content visualization service provided by Vimeo, LLC that allows q4solutions.com to incorporate content of this kind on its pages.

Personal Data processed: Cookies; Usage Data.

Place of processing: United States – Privacy Policy. Privacy Shield participant.

Wistia widget (Wistia, Inc.)

Wistia is a video content visualization service provided by Wistia, Inc. that allows q4solutions.com to incorporate content of this kind on its pages.

Personal Data processed: Cookies; Usage Data.

Place of processing: United States – Privacy Policy. Privacy Shield participant.

YouTube video widget (Google Inc.)

YouTube is a video content visualization service provided by Google Inc. that allows q4solutions.com to incorporate content of this kind on its pages.

Personal Data processed: Cookies; Usage Data.

Place of processing: United States – Privacy Policy. Privacy Shield participant.

Gravatar (Automattic Inc.)

Gravatar is an image visualization service provided by Automattic Inc. that allows q4solutions.com to incorporate content of this kind on its pages.
Please note that if Gravatar images are used for comment forms, the commenter’s email address or parts of it may be sent to Gravatar – even if the commenter has not signed up for that service.

Personal Data processed: email address; Usage Data.

Place of processing: United States – Privacy Policy.

Payment processing services enable q4solutions.com to process payments by credit card, bank transfer or other means. To ensure greater security, q4solutions.com shares only the information necessary to execute the transaction with the financial intermediaries handling the transaction.
Some of these services may also enable the sending of timed messages to the User, such as emails containing invoices or notifications concerning the payment.

Stripe (Stripe Inc)

Stripe is a payment service provided by Stripe Inc.

Personal Data processed: various types of Data as specified in the privacy policy of the service.

Place of processing: United States – Privacy Policy. Privacy Shield participant.

Heat mapping services are used to display the areas of a page where Users most frequently move the mouse or click. This shows where the points of interest are. These services make it possible to monitor and analyze web traffic and keep track of User behavior.
Some of these services may record sessions and make them available for later visual playback.

Hotjar Heat Maps & Recordings (Hotjar Ltd.)

Hotjar is a session recording and heat mapping service provided by Hotjar Ltd.
Hotjar honors generic „Do Not Track” headers. This means the browser can tell its script not to collect any of the User’s data. This is a setting that is available in all major browsers. Find Hotjar’s opt-out information here.

Personal Data processed: Cookies; Usage Data; various types of Data as specified in the privacy policy of the service.

Place of processing: Malta – Privacy Policy – Opt Out.

Crazy Egg (Crazyegg)

Crazy Egg is a heat mapping service provided by Crazy Egg, Inc.

Personal Data processed: Cookies; Usage Data.

Place of processing: United States – Privacy Policy.

This type of service has the purpose of hosting Data and files that enable q4solutions.com to run and be distributed as well as to provide a ready-made infrastructure to run specific features or parts of q4solutions.com. Some of these services work through geographically distributed servers, making it difficult to determine the actual location where the Personal Data are stored.

iubenda Consent Solution (iubenda srl)

iubenda Consent Solution is a service that facilitates the collection and management of proofs of consent provided by iubenda srl.

Personal Data processed: Data communicated while using the service.

Place of processing: Italy – Privacy Policy.

Amazon Web Services (AWS) (Amazon Web Services, Inc.)

Amazon Web Services (AWS) is a hosting and backend service provided by Amazon Web Services, Inc.

Personal Data processed: various types of Data as specified in the privacy policy of the service.

Place of processing: United States – Privacy Policy. Privacy Shield participant.

This type of service allows interaction with social networks or other external platforms directly from the pages of q4solutions.com.
The interaction and information obtained through q4solutions.com are always subject to the User’s privacy settings for each social network.
This type of service might still collect traffic data for the pages where the service is installed, even when Users do not use it.
It is recommended to log out from the respective services in order to make sure that the processed data on q4solutions.com isn’t being connected back to the User’s profile.

LinkedIn button and social widgets (LinkedIn Corporation)

The LinkedIn button and social widgets are services allowing interaction with the LinkedIn social network provided by LinkedIn Corporation.

Personal Data processed: Cookies; Usage Data.

Place of processing: United States – Privacy Policy. Privacy Shield participant.

Facebook Like button and social widgets (Facebook, Inc.)

The Facebook Like button and social widgets are services allowing interaction with the Facebook social network provided by Facebook, Inc.

Personal Data processed: Cookies; Usage Data.

Place of processing: United States – Privacy Policy. Privacy Shield participant.

Twitter Tweet button and social widgets (Twitter, Inc.)

The Twitter Tweet button and social widgets are services allowing interaction with the Twitter social network provided by Twitter, Inc.

Personal Data processed: Cookies; Usage Data.

Place of processing: United States – Privacy Policy. Privacy Shield participant.

YouTube button and social widgets (Google Inc.)

The YouTube button and social widgets are services allowing interaction with the YouTube social network provided by Google Inc.

Personal Data processed: Usage Data.

Place of processing: United States – Privacy Policy. Privacy Shield participant.

ShareThis (Sharethis Inc.)

ShareThis is a service provided by ShareThis Inc., which displays a widget that allows interaction with social networks and external platforms as well as sharing the contents of q4solutions.com.
Depending on the configuration, this service can display widgets belonging to third parties such as the managers of social networks where interactions are shared. In this case, also the third parties that provide the widget will be informed of interactions and Usage Data on the pages where this service is installed.

Personal Data processed: Cookies; Usage Data.

Place of processing: United States – Privacy Policy.

Geolocation (q4solutions.com)

Q4solutions.com may collect, use, and share User location Data in order to provide location-based services.
Most browsers and devices provide tools to opt out from this feature by default. If explicit authorization has been provided, the User’s location data may be tracked by q4solutions.com.

Personal Data processed: geographic position.

This type of service makes it possible to manage a database of email contacts, phone contacts or any other contact information to communicate with the User.
These services may also collect data concerning the date and time when the message was viewed by the User, as well as when the User interacted with it, such as by clicking on links included in the message.

HubSpot Email (HubSpot, Inc.)

HubSpot Email is an email address management and message sending service provided by HubSpot, Inc.

Personal Data processed: email address; Usage Data.

Place of processing: United States – Privacy Policy.

ZOHO Campaigns (Zoho Corporation Pvt. Ltd.)

ZOHO Campaigns is an email address management and message sending service provided by Zoho Corporation Pvt. Ltd.

Personal Data processed: email address.

Place of processing: United States – Privacy Policy. Privacy Shield participant.

Mailchimp (The Rocket Science Group, LLC.)

Mailchimp is an email address management and message sending service provided by The Rocket Science Group, LLC.

Personal Data processed: address; company name; Cookies; country; date of birth; email address; first name; gender; last name; phone number.

Place of processing: United States – Privacy Policy. Privacy Shield participant.

This type of service helps with building and managing landing and invitation pages, i.e., pages for presenting a product or service, where you may add your contact information such as an email address.
Managing these pages means that these services will handle the Personal Data collected through the pages, including Usage Data.

Instapage (Instapage, Inc.)

Instapage is a landing page management service provided by Instapage, Inc., that allows q4solutions.com to collect the email addresses of Users interested in its service.
Instapage allows the Owner to track and analyze the User response concerning web traffic or behavior regarding changes to the structure, text or any other component of the created landing pages.

Personal Data processed: Cookies; email address; Usage Data.

Place of processing: United States – Privacy Policy.

This type of service allows q4solutions.com to manage support and contact requests received via email or by other means, such as the contact form.
The Personal Data processed depend on the information provided by the User in the messages and the means used for communication (e.g. email address).

ZOHO CRM Email (Zoho Corporation Pvt. Ltd.)

ZOHO CRM Email is a support and contact request management service provided by Zoho Corporation Pvt. Ltd.

Personal Data processed: various types of Data as specified in the privacy policy of the service.

Place of processing: United States – Privacy Policy. Privacy Shield participant.

This type of service allows q4solutions.com and its partners to inform, optimize and serve advertising based on past use of q4solutions.com by the User.
This activity is performed by tracking Usage Data and by using Cookies, information that is transferred to the partners that manage the remarketing and behavioral targeting activity.
In addition to any opt out offered by any of the services below, the User may opt out of a third-party service’s use of cookies by visiting the Network Advertising Initiative opt-out page.

AdRoll (AdRoll, Inc.)

AdRoll is an advertising service provided by AdRoll, Inc.

Personal Data processed: Cookies; Usage Data.

Place of processing: United States – Privacy Policy – Opt Out.

Remarketing with Google Analytics (Google LLC)

Remarketing with Google Analytics is a remarketing and behavioral targeting service provided by Google LLC that connects the tracking activity performed by Google Analytics and its Cookies with the Google Ads advertising network and the Doubleclick Cookie.

Personal Data processed: Cookies; Usage Data.

Place of processing: United States – Privacy Policy – Opt Out. Privacy Shield participant.

Facebook Custom Audience (Facebook, Inc.)

Facebook Custom Audience is a remarketing and behavioral targeting service provided by Facebook, Inc. that connects the activity of q4solutions.com with the Facebook advertising network.

Personal Data processed: Cookies; email address.

Place of processing: United States – Privacy Policy – Opt Out. Privacy Shield participant.

Facebook Remarketing (Facebook, Inc.)

Facebook Remarketing is a remarketing and behavioral targeting service provided by Facebook, Inc. that connects the activity of q4solutions.com with the Facebook advertising network.

Personal Data processed: Cookies; Usage Data.

Place of processing: United States – Privacy Policy – Opt Out. Privacy Shield participant.

Twitter Remarketing (Twitter, Inc.)

Twitter Remarketing is a remarketing and behavioral targeting service provided by Twitter, Inc. that connects the activity of q4solutions.com with the Twitter advertising network.

Personal Data processed: Cookies; Usage Data.

Place of processing: United States – Privacy Policy – Opt Out. Privacy Shield participant.

Twitter Tailored Audiences (Twitter, Inc.)

Twitter Tailored Audiences is a remarketing and behavioral targeting service provided by Twitter, Inc. that connects the activity of q4solutions.com with the Twitter advertising network.

Personal Data processed: Cookies; email address.

Place of processing: United States – Privacy Policy – Opt Out. Privacy Shield participant.

LinkedIn Website Retargeting (LinkedIn Corporation)

LinkedIn Website Retargeting is a remarketing and behavioral targeting service provided by LinkedIn Corporation that connects the activity of q4solutions.com with the LinkedIn advertising network.

Personal Data processed: Cookies; Usage Data.

Place of processing: United States – Privacy Policy – Opt Out. Privacy Shield participant.

Google Ads Remarketing (Google LLC)

Google Ads Remarketing is a remarketing and behavioral targeting service provided by Google LLC that connects the activity of q4solutions.com with the Google Ads advertising network and the DoubleClick Cookie. 

Users can opt out of Google’s use of cookies for ads personalization by visiting Google’s Ads Settings.

Personal Data processed: Cookies; Usage Data.

Place of processing: United States – Privacy Policy – Opt Out. Privacy Shield participant.

This type of service analyzes the traffic of q4solutions.com, potentially containing Users’ Personal Data, with the purpose of filtering it from parts of traffic, messages and content that are recognized as SPAM.

Akismet (Automattic Inc.)

Akismet is a SPAM protection service provided by Automattic Inc.

Personal Data processed: various types of Data as specified in the privacy policy of the service.

Place of processing: United States – Privacy Policy.

This type of service helps the Owner to manage the tags or scripts needed on q4solutions.com in a centralized fashion.
This results in the Users’ Data flowing through these services, potentially resulting in the retention of this Data.

Google Tag Manager (Google LLC)

Google Tag Manager is a tag management service provided by Google LLC.

Personal Data processed: Usage Data.

Place of processing: United States – Privacy Policy. Privacy Shield participant.

This type of service allows the Owner to build user profiles by starting from an email address, a personal name, or other information that the User provides to q4solutions.com, as well as to track User activities through analytics features. This Personal Data may also be matched with publicly available information about the User (such as social networks’ profiles) and used to build private profiles that the Owner can display and use for improving q4solutions.com.
Some of these services may also enable the sending of timed messages to the User, such as emails based on specific actions performed on q4solutions.com.

HubSpot CRM (HubSpot, Inc.)

HubSpot CRM is a User database management service provided by HubSpot, Inc.

Personal Data processed: email address; phone number; various types of Data as specified in the privacy policy of the service.

Place of processing: United States – Privacy Policy. Privacy Shield participant.

HubSpot Lead Management (HubSpot, Inc.)

HubSpot Lead Management is a User database management service provided by HubSpot, Inc.

Personal Data processed: various types of Data as specified in the privacy policy of the service.

Place of processing: United States – Privacy Policy. Privacy Shield participant.

ZOHO CRM (Zoho Corporation Pvt. Ltd.)

ZOHO CRM is a User database management service provided by Zoho Corporation Pvt. Ltd.

Personal Data processed: email address; various types of Data as specified in the privacy policy of the service.

Place of processing: United States – Privacy Policy. Privacy Shield participant.

The rights of Users

Users may exercise certain rights regarding their Data processed by the Owner.

In particular, Users have the right to do the following:

  • Withdraw their consent at any time. Users have the right to withdraw consent where they have previously given their consent to the processing of their Personal Data.
  • Object to processing of their Data. Users have the right to object to the processing of their Data if the processing is carried out on a legal basis other than consent. Further details are provided in the dedicated section below.
  • Access their Data. Users have the right to learn if Data is being processed by the Owner, obtain disclosure regarding certain aspects of the processing and obtain a copy of the Data undergoing processing.
  • Verify and seek rectification. Users have the right to verify the accuracy of their Data and ask for it to be updated or corrected.
  • Restrict the processing of their Data. Users have the right, under certain circumstances, to restrict the processing of their Data. In this case, the Owner will not process their Data for any purpose other than storing it.
  • Have their Personal Data deleted or otherwise removed. Users have the right, under certain circumstances, to obtain the erasure of their Data from the Owner.
  • Receive their Data and have it transferred to another controller. Users have the right to receive their Data in a structured, commonly used and machine readable format and, if technically feasible, to have it transmitted to another controller without any hindrance. This provision is applicable provided that the Data is processed by automated means and that the processing is based on the User’s consent, on a contract which the User is part of or on pre-contractual obligations thereof.
  • Lodge a complaint. Users have the right to bring a claim before their competent data protection authority.

 

Details about the right to object to processing

Where Personal Data is processed for a public interest, in the exercise of an official authority vested in the Owner or for the purposes of the legitimate interests pursued by the Owner, Users may object to such processing by providing a ground related to their particular situation to justify the objection.

Users must know that, however, should their Personal Data be processed for direct marketing purposes, they can object to that processing at any time without providing any justification. To learn, whether the Owner is processing Personal Data for direct marketing purposes, Users may refer to the relevant sections of this document.

How to exercise these rights

Any requests to exercise User rights can be directed to the Owner through the contact details provided in this document. These requests can be exercised free of charge and will be addressed by the Owner as early as possible and always within one month.

Cookie Policy

Q4solutions.com uses Trackers. To learn more, the User may consult the Cookie Policy.

Additional information about Data collection and processing

Legal action

The User’s Personal Data may be used for legal purposes by the Owner in Court or in the stages leading to possible legal action arising from improper use of q4solutions.com or the related Services.
The User declares to be aware that the Owner may be required to reveal personal data upon request of public authorities.

Additional information about User’s Personal Data

In addition to the information contained in this privacy policy, q4solutions.com may provide the User with additional and contextual information concerning particular Services or the collection and processing of Personal Data upon request.

System logs and maintenance

For operation and maintenance purposes, q4solutions.com and any third-party services may collect files that record interaction with q4solutions.com (System logs) use other Personal Data (such as the IP Address) for this purpose.

Information not contained in this policy

More details concerning the collection or processing of Personal Data may be requested from the Owner at any time. Please see the contact information at the beginning of this document.

How “Do Not Track” requests are handled

Q4solutions.com does not support “Do Not Track” requests.
To determine whether any of the third-party services it uses honor the “Do Not Track” requests, please read their privacy policies.

Changes to this privacy policy

The Owner reserves the right to make changes to this privacy policy at any time by notifying its Users on this page and possibly within q4solutions.com and/or – as far as technically and legally feasible – sending a notice to Users via any contact information available to the Owner. It is strongly recommended to check this page often, referring to the date of the last modification listed at the bottom.

Should the changes affect processing activities performed on the basis of the User’s consent, the Owner shall collect new consent from the User, where required.

Personal Data (or Data)

Any information that directly, indirectly, or in connection with other information — including a personal identification number — allows for the identification or identifiability of a natural person.

Usage Data

Information collected automatically through q4solutions.com (or third-party services employed in q4solutions.com), which can include: the IP addresses or domain names of the computers utilized by the Users who use q4solutions.com, the URI addresses (Uniform Resource Identifier), the time of the request, the method utilized to submit the request to the server, the size of the file received in response, the numerical code indicating the status of the server’s answer (successful outcome, error, etc.), the country of origin, the features of the browser and the operating system utilized by the User, the various time details per visit (e.g., the time spent on each page within the Application) and the details about the path followed within the Application with special reference to the sequence of pages visited, and other parameters about the device operating system and/or the User’s IT environment.

User

The individual using q4solutions.com who, unless otherwise specified, coincides with the Data Subject.

Data Subject

The natural person to whom the Personal Data refers.

Data Processor (or Data Supervisor)

The natural or legal person, public authority, agency or other body which processes Personal Data on behalf of the Controller, as described in this privacy policy.

Data Controller (or Owner)

The natural or legal person, public authority, agency or other body which, alone or jointly with others, determines the purposes and means of the processing of Personal Data, including the security measures concerning the operation and use of q4solutions.com. The Data Controller, unless otherwise specified, is the Owner of q4solutions.com.

q4solutions.com (or this Application)

The means by which the Personal Data of the User is collected and processed.

Service

The service provided by q4solutions.com as described in the relative terms (if available) and on this site/application.

European Union (or EU)

Unless otherwise specified, all references made within this document to the European Union include all current member states to the European Union and the European Economic Area.

Cookies

Small sets of data stored in the User’s device.


Legal information

This privacy statement has been prepared based on provisions of multiple legislations, including Art. 13/14 of Regulation (EU) 2016/679 (General Data Protection Regulation).

This privacy policy relates solely to q4solutions.com, if not stated otherwise within this document.

Latest update: July 27, 2020

iubenda hosts this content and only collects the Personal Data strictly necessary for it to be provided.

Terms of Use

Terms of Use

Acceptance of Terms

This Web site (“Site”) has been created and is supported by Psychological Associates. The content and services, including third party services, provided through this site are available for your use subject to the terms and conditions set out in this document.

By accessing or using the Site in any way, including, without limitation, use of any of the Services, downloading of any Materials, or merely browsing the Site, you agree to and are bound by these Terms of Use.

Psychological Associates reserves the right to change these Terms of Use and other guidelines or rules posted on the Site from time to time at its sole discretion without prior notification to users.

Intellectual Property

The Materials and Services on this Site are protected by copyright, trademark, patent, and/or other intellectual property laws; and any unauthorized use of the Materials or Services at this Site may violate such laws and these Terms of Use. Except as expressly implied in these Terms of Use, Psychological Associates does not grant any express rights to use the Materials and/or Services. You agree not to copy, republish, frame, download, transmit, modify, rent, lease, loan, sell, assign, distribute, license, sublicense, reverse engineer, or create derivative works based on the Site, its Materials, its Services, or their selection and arrangement, except as expressly authorized in these Terms of Use. In addition, you agree not to use any data mining, robots, or similar data gathering and extraction methods in connection with the Site.

User Conduct

In using the Site, including all Services and Materials available through it, you agree:

  • Not to disrupt or interfere with the security of, or otherwise cause harm to, the Site, or any Services, Materials, system resources, accounts, passwords, servers, or networks connected to or accessible through the Site or any affiliated or linked Web sites
  • Not to upload, post, or otherwise transmit through the Site any viruses or other harmful, disruptive, or destructive files
  • Not to create a false identity
  • Not to use or attempt to use another’s account, password, Service, or system without express authorization from Psychological Associates
  • Not to intentionally or unintentionally violate any applicable local, state, national or international law, or any regulations having the force of law.

You are responsible for maintaining the confidentiality of your account and for all activities carried out using your account information. You agree to notify Psychological Associates immediately of any unauthorized activity using your account information, or if you suspect that the confidentiality of your account information has been compromised.

Managing Content and Communications

Although it is not our intention to do so, Psychological Associates reserves the right, at its sole discretion, to delete or remove user content from the Site and to restrict, suspend, or terminate your access to all or parts of this Site, at any time (including, without limitation, our good faith belief that you have not complied with these Terms of Use) without prior notice or liability.

Psychological Associates may, but is not obligated to, monitor or review (i) any areas of the Site where users transmit or post user content, including but not limited to areas where Services are available, and (ii) the substance of any user content.

To the maximum extent permitted by law, Psychological Associates will have no liability relating to user content arising under the laws of copyright, libel, privacy, obscenity, or otherwise.

User Access Information

Where use of the Site or access to certain Materials requires access information, you will be required to provide certain access information.

In accessing these Materials, including all Services and Materials available through it, you agree to:

  • Provide accurate, complete, and up-to-date information about yourself as required by the Site’s registration form.
  • Abide by the terms and conditions as outlined throughout the Terms of Use document, especially those in the Intellectual Property section.

Psychological Associates Privacy Policy

Your Registration Data and certain other information that you provide to us are subject to our Privacy Policy. For further information, please see our full Privacy Policy.

Disclaimer of Warranties

In using this Site and its Services, you expressly understand and agree that:

  • The Site and the Services contained on it are provided on an “as is” and “as available” basis and that use of the Site and Services is at your own risk.
  • Psychological Associates disclaims all warranties of any kind, whether by express or implied (including, but not limited to the implied warranties or merchantability) fitness for a particular purpose and non-infringement.
  • Psychological Associates makes no warranties regarding the accuracy, reliability, quality, or availability of service of any products, Materials, or Services made available on the Site.
  • Any damage to your computer or loss of data that results from the use of the Site or Services, or from the download of any material will be your sole responsibility and is done at your own discretion.
  • No advice or information obtained from the Site or its Services, whether written or oral, shall create any warranty not expressly stated.

Further, Psychological Associates makes no warranty or condition that:

  • The Services will meet your requirements
  • The Services will be uninterrupted, timely, secure or error-free
  • The results that may be obtained from the use of the Services will be accurate or reliable
  • The quality of any products, Services, information, or other material purchased or obtained by you through the Services will meet your expectations
  • Any errors in the software will be corrected.

Limitation of Liability

To the extent not prohibited by applicable law, Psychological Associates is not liable for any direct, indirect, incidental, special, consequential, punitive, or exemplary damages, including, but not limited to: damages for loss of profits, revenue, goodwill, use, data, electronically transmitted orders or other economic advantage (even if Psychological Associates has been advised of the possibility of such damages), however caused and regardless of the theory of liability, whether in contract (including fundamental breach), tort (including negligence), or otherwise, arising out of or related to:

  • The use or inability to use the Services
  • The cost of procurement of substitute goods and Services purchased or obtained or messages received or transactions entered into though or from the Services
  • Unauthorized access to or alteration of your transmissions or data
  • Statements or conduct of any third party on the Services or Site
  • Any other matter relating to the Services, including content you may download, use, modify, or distribute from the Site.

You have the sole responsibility for adequate protection and backup of data and/or equipment used in connection with the Site and will not make a claim against Psychological Associates for lost data, re-run time, inaccurate output, work delays, or lost profits resulting from the use of content.

You agree to hold Psychological Associates harmless from, and you covenant not to take any legal action against Psychological Associates for, any claims based on using the Site, whether in contract (including fundamental breach), tort (including negligence), or otherwise, except where Psychological Associates is prevented by law from making such exclusions or limitations.

Links

The Services on this Site may provide links to other World Wide Web sites or resources. Because Psychological Associates has no control over such sites and resources, you acknowledge and agree that Psychological Associates is not responsible for the availability of such external sites or resources; and does not endorse and is not responsible or liable for any content, advertising, products, or other materials on or available from such sites or resources. You further acknowledge and agree that Psychological Associates shall not be responsible or liable, directly or indirectly, for any damage or loss caused or alleged to be caused by or in connection with use of or reliance on any such content, goods, or services available on or through any such site or resource.