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Excellence Overview

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A case management on collaboration is fixing the problem right at the first time.  So, whats next?

Believe it or not, a full quarter of employees don’t trust their employer, according to a American Association survey of 1,562 U.S. workers. What’s more, the survey also found that only about half believe their employer is open and upfront with them.

This lack of trust is likely due to a lack of transparency in the workplace. Transparent leadership is the key to fostering a culture of trust between leaders and their employees. Employees who are kept in the loop and understand their role in the overarching purpose and goals of the company are, understandably, more likely to put their trust in their employer.

By now, most of us have heard a thing or two about how to achieve and sustain transparency in the workplace. Here are four reasons why that transparency and culture of trust is necessary:

 

Better relationships

Employees don’t just quit their jobs, they quit their bosses. In fact, CareerBuilder survey revealed that 37 percent of the 3,008 employees surveyed were likely to leave their jobs due to a poor opinion about their boss’s performance.

When it comes to building solid workplace relationships, trust takes center stage. Take Unbounce, for example. It took transparency to another level with its “Inside Unbounce” blog, a staff-authored, un-curated window in the organization. Not only does this demonstrate transparency to potential job seekers, customers, etc., it also keeps employees involved and up to date on company happenings, successes and feedback.

 

Better alignment

Employee alignment, for transparency’s sake, means taking a look at the big picture and seeking to understand everyone’s role within it. This is easily done when employers practice transparency in the workplace. Transparent leadership results in employees who understand the company vision and how their efforts help achieve company-wide goals.

Transparency is at the top of HubSpot’s Culture Code. Its internal wiki includes financials (cash balances, burn-rate, profits and losses, etc.), board meeting decks, management meeting decks, “strategic” topics, HubSpot Lore & Mythology — basically anything and everything employees need to stay informed and aligned with the company vision.

 

Better solutions

When leaders are transparent, problems are solved faster. By being open and honest about company problems, employees can help find solutions. And two heads (or however many heads make up the company) are better than one.

Social sharing app Buffer makes company performance public with progress reports on customer support, blog performance, business performance and more. Not only does doing so increase accountability, it also highlights issues and encourages employees to find solutions.

 

Better engagement

A culture that values transparency in the workplace breeds engaged employees. In fact, Harvard Business Review’s employee engagement survey revealed that 70 percent of those surveyed say they’re most engaged when senior leadership continually updates and communicates company strategy.

When it comes to engaging employees, it’s best to be open about company matters. LinkedIn CEO Jeff Weiner fosters an organization built on transparency. He even takes the time to hold bi-weekly meetings, during which he updates employees on company matters and listens to their suggestions.

What do you think? What are some results you’ve experienced from workplace transparency? Please share in the comments section below.


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New Happenings

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  • Its all about the survival of the those who can adapt. Its a mass of changes.

When you’re a start-up with few employees and few customers, it’s easy to stay on top of what customers want and what they’re getting. But as you add more customers and employees, you add links to the customer service chain.”

That creates the potential for growth and the potential for poor service along the way. That’s why creating a customer service policy and adhering to it is so important. Here are some steps you can take to ensure that your clients receive excellent service every step of the way.

  1. Put your customer service policy in writing.These principles should come from you, but every employee should know what the rules are and be ready to live up to them. This doesn’t have to be elaborate. Something as simple as “the customer is always right” can lay the necessary groundwork, although you may want to get more detailed by saying, for instance, “any employee is empowered to grant a 10 percent discount to any dissatisfied customer at any time.”
  2. Establish support systems that give employees clear instructions for gaining and maintaining service superiority.These systems will help you outservice any competitor by giving more to customers and anticipating problems before they arise.
  3. Develop a measurement of superb customer service.Don’t forget to reward employees who practice it consistently.
  4. Be certain that your passion for customer service runs rampant throughout your company.Employees should see how good service relates to your profits and to their futures with the company.
  5. Be genuinely committed to providing more customer service excellence than anyone else in your industry.This commitment must be so powerful that every one of your customers can sense it.
  6. Share information with people on the front lines.Meet with your employees regularly to talk about improving service. Solicit ideas from employees-they are the ones who are dealing with customers most often.
  7. Act on the knowledge that what customers value most are attention, dependability, promptness and competence.They love being treated as individuals and being referred to by name.

 

Phrases That’ll Make Your Customers Happy

Principles of customer service are all very well, but you need to put those principles into action with everything you do and say.

 

There are certain “magic words” customers want to hear from you and your staff. Make sure all your employees understand the importance of these key phrases:

 

  • How can I help?”Customers want the opportunity to explain in detail what they want and need. Too often, business owners feel the desire or the obligation to guess what customers need rather than carefully listening first. By asking how you can help, you begin the dialogue on a positive note (you are “helping,” not “selling”). And by using an open-ended question, you invite discussion.
  • “I can solve that problem.”Most customers, especially business-to-business customers, are looking to buy solutions. They appreciate direct answers in a language they can understand.
  • I don’t know, but I’ll find out.”When confronted with a truly difficult question that requires research on your part, admit that you don’t know the answer. Few things ruin your credibility faster than trying to answer a question when you are unsure of all the facts. Savvy buyers may test you with a question they know you can’t answer and then just sit quietly while you struggle to fake an intelligent reply. An honest answer enhances your integrity.
  • “I will take responsibility.”Tell your customer you realize it’s your responsibility to ensure a satisfactory outcome to the transaction. Assure the customer you know what he or she expects and will deliver the product or service at the agreed-upon price. There will be no unexpected changes or expenses required to solve the problem.
  • “I will keep you updated.”Even if your business is a cash-and-carry operation, it probably requires scheduling and coordinating numerous events. Assure your customers they will be advised of the status of these events. The longer your lead time, the more important this is. The vendors customers trust the most are those that keep them apprised of the situation, whether the news is good or bad.
  • I will deliver on time.”A due date that has been agreed upon is a promise that must be kept. “Close” doesn’t count.
  • Monday means Monday.”The first week in July means the first week in July, even though it contains a national holiday. Your clients are waiting to hear you say “I deliver on time.” The supplier who consistently does so is a rarity and will be remembered.
  • It’ll be just what you ordered.”It will not be “similar to,” and it will not be “better than” what was ordered. It will be exactly what was ordered. Even if you believe a substitute would be in the client’s best interests, that’s a topic for discussion, not something you decide on your own. Your customer may not know (or be at liberty to explain) all the ramifications of the purchase.
  • The job will be complete.”Assure the customer there will be no waiting for a final piece or a last document. Never say you are finished “except for….”
  • “I appreciate your business.“This means more than a simple “Thanks for the order.” Genuine appreciation involves follow-up calls, offering to answer questions, making sure everything is performing satisfactorily, and ascertaining that the original problem has been solved.

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Neglecting any of these steps conveys the impression that you were interested in the person only until the sale was made. This leaves the buyer feeling deceived and used, and creates ill will and negative advertising for your company. Sincerely proving you care about your customers leads to recommendations and repeat sales.

 

Never Let Your Customers Forget You


One important tool for generating repeat business is following up. Effective follow-up begins immediately after the sale when you call the customer to say “thank you” and find out if he or she is pleased with your product or service. Beyond this, there are several effective ways to follow up that ensure your business is always in the customer’s mind.

  • Let customers know what you are doing for them. This can be in the form of a newsletter mailed to existing customers, or it can be more informal, such as a phone call. Whatever method you use, the key is to dramatically point out to customers the excellent service you are giving them. If you never mention all the things you are doing for them, customers may not notice. You aren’t being cocky when you talk to customers about all the work you have done to please them. Just make a phone call and let them know they don’t have to worry because you handled the paperwork, called the attorney or double-checked on the shipment-one less thing they have to do.
  • Write old customers personal, handwritten notes frequently.“I was just sitting at my desk and your name popped into my head. Are you still having a great time flying all over the country? Let me know if you need another set of luggage. I can stop by with our latest models any time.” Or if you run into an old customer at an event, follow up with a note: “It was great seeing you at the CDC Christmas party. I’ll call you early in the New Year to schedule a lunch.”
  • Keep it personal.Voice mail and e-mail make it easy to communicate, but the personal touch is often lost. If you’re having trouble getting through to someone whose problem requires that personal touch, leave a voice-mail message that you want to talk to the person directly or will stop by his or her office at a designated time.
  • Remember special occasions.Send regular customers birthday cards, anniversary cards, holiday cards…you name it. Gifts are excellent follow-up tools, too. You don’t have to spend a fortune to show you care; use your creativity to come up with interesting gift ideas that tie into your business, the customer’s business or his or her recent purchase.
  • Pass on information.If you read an article, see a new book, or hear about an organization a customer might be interested in, drop a note or make a quick call to let them know.
  • Consider follow-up calls as business development calls.When you talk to or visit old clients or customers, you’ll often find they have referrals to give you, which can lead to new business.

With all your existing customers can do for you, there’s simply no reason not to stay in regular contact with them. Use your imagination, and you’ll think of plenty of other ideas that can help you develop a lasting relationship.

 

Dealing With Unsatisfied Customers

Studies show that the vast majority of unsatisfied customers will never come right out and tell you they’re unsatisfied. They simply leave quietly, later telling everyone they know not to do business with you. So when a customer complains, don’t think of it as a nuisance-think of it as a golden opportunity to change that customer’s mind and retain his or her business.

Even the best product or service receives complaints now and then. Here’s how to handle them for positive results:

 

  • Let customers vent their feelings. Encourage them to get their frustrations out in the open.
  • Never argue with a customer.
  • Never tell a customer “You do not have a problem.” Those are fighting words.
  • Share your point of view as politely as you can.
  • Take responsibility for the problem. Don’t make excuses. If an employee was sick or a supplier let you down, that’s not the customer’s concern.
  • Immediately take action to remedy the situation. Promising a solution and then delaying it only makes matters worse.
  • Empower your front-line employees to be flexible in resolving complaints. Give employees some leeway in deciding when to bend the rules. If you don’t feel comfortable doing this, make sure they have you or another manager handle the situation.

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Competitive forces

 

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The level at which a business can “engage” its employees is what determines its internal success. Yet, employee engagement has consistently averaged less than 33 percent over the past four years, according to Gallup survey of more than 80,000 adults in the United States.”

Still, the root of the problem isn’t simply a lack of effort. Rather, many leaders are not even making employee engagement a priority – they’re not, well, engaging with engagement.

Here are four ways leaders can improve on that goal:

 

1. Make employee engagement an ongoing effort

Many people in charge get into the habit of analyzing employee engagement as a “one-and-done” process. In fact, 98 percent of CEOs only look at annual employee engagement surveys once a year and don’t discuss the matter with their employees.

An ongoing effort has to begin on day one. Instead of in-person onboarding programs that put new hires to sleep, incorporate technology like CovertHR to build engagement into even the earliest stages of the employee life cycle. CovertHR online activities allow employees to have fun and socialize while they’re completing tasks.

When new team members are introduced to an engaged environment and process, they feel more comfortable amplifying an engaged culture.

 

2. Don’t dump problems on HR.

The lack of employee engagement is as much an employer’s problem as it is HR’s. So, why are a majority leaders relying on HR to fix the problem? The Motivosity survey indicated that 70 percent of CEOs surveyed were delegating culture and engagement problems to HR.

Not surprisingly, it takes an engaged team to be actively involved in fixing employee-engagement issues. Instead of just assigning tasks to HR to fix, involve managers and employees who possess natural engaging characteristics. Present the problem and brainstorm together to come up with solutions that benefit everyone. Instead of delaying the process, or having HR come seeking approval for changes, be involved in the solution yourself.

 

3. Make employee engagement engaging

It’s no secret – leaders acknowledge just how important employee feedback is. In fact, a survey by Waggl Human Capital Pulse found that 97 percent of the business leaders, HR leaders and consultants among the 500,000 interviewed said they believed that listening to employees and incorporating their ideas was critical to an organization’s success.

Additionally, only a minority (38 percent) agreed that hearing from employees once a year through an annual survey is sufficient to give organizations the timely insights they need.

So, the message is that leaders do recognize listening to employees as being important, yet the way they typically do that is inefficient.

Instead of sending out a survey (that no one responds to), start with an open discussion with employees. Let people freely speak their minds, and take notes on the feedback they offer. Hearing what people genuinely have to say will help you kick employee engagement off to a positive start.

At the same time, be mindful of those who are less comfortable in a large group setting. After the forum concludes, send out an anonymous survey giving these employees the chance to elaborate on topics they weren’t comfortable saying in front of a group.

To take employee engagement yet a step further, management and coworkers should engage on a personal level. As the company leader, put yourself in situations that will allow you to engage in activities that work for the company’s culture. Consider small-group lunches that have a “no work talk: rule.

Or do what Namely CEO regularly Matt Straz does: move your desk to be in the middle of the action with the team.

 

4. Encourage risk-taking.

A company is only as good as the employees behind it. That is why employers should promote innovation on a regular basis. Do this at your company by presenting problems to your teams; give them the opportunity to take risks (and don’t reprimand them for failures).

A fun and productive way to do this is to present the same problem to different teams and prompt them to solve it. Each team can then present its solution to the entire group, with the group offering feedback and constructive criticism, and receiving in return exposure to new perspectives and improved-upon ideas.

This key theme of todays message is that you really need to get behind the value chain collaboration and execution and to do that you have to focus on the front engagement for faster results. This engagement will rub off on employees and ultimately create a more productive work environment that allows constant collaboration – making employees feel engaged all-year-round.

What are other ways leaders can improve employee engagement?

 

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Infrastructure spending is often debated as a political issue, but the underlying economic case for investing in new roads shouldn’t be controversial.”

Thanks to traffic, American commuters spend an extra 6.9 billion hours in their cars every year, burning 3.1 billion gallons of gasoline as they idle. More importantly, 40,000 drivers die on highways annually, a toll that could be reduced through safer design. Thus, as investing in infrastructure could make the US safer and more productive, the need for new highways shouldn’t be a partisan issue.

Improving to Meet Growing Demands

The last major infrastructure spending bill, the American Recovery and Reinvestment Act of 2009, was a stimulus measure designed to spur aggregate demand for labor and materials. Now that the economy has nearly recovered from the Great Recession, there isn’t as great a need for legislation to prop up the labor market. Instead, the next infrastructure bill should focus on increasing the supply of labor and goods available to businesses and consumers.

Improving the country’s transportation grid will likely increase the economy’s potential for future growth. When workers can’t commute rapidly from the suburbs into dense city centers, the nation’s most dynamic labor markets begin to stagnate. Similarly, if finished goods can’t be transported quickly to customers, shipping bottlenecks will impose drags on manufacturers.

With more people driving to work than ever before, the carrying capacity of the nation’s roads is increasingly coming under strain. Faster commutes will increase the supply of available labor—the less time people spend stuck in traffic, the more hours they’ll have available to work. The total cost of US highway congestion is estimated to top $160 billion annually, which will rise further as the population grows. Considering that the combined state and federal highway budget totals only $280 billion, there appears to be substantial potential returns on aggressive infrastructure investment.

Politics vs. Economics

While the economics of infrastructure investment are clear, the politics are more complicated. Since the beneficiaries of transportation projects are often far removed from the actual construction, almost all new highway investment is funded at the federal level. For example, relatively few people might visit west Texas, but all American consumers benefit from the goods that flow across the continent on the federally funded Interstate 10. Regional transit improvements provide the same diffuse impact—a Manhattanite may never cross the George Washington Bridge, but will still benefit from living in a labor market that draws talent across state lines.

Using the revenues from federal fuel taxes to fund new construction allows states to share the cost of projects that benefit the entire economy. However, it also makes highway funding vulnerable to the political gridlock that inevitably afflicts all federal spending measures.

The Highway Trust Fund has been depleted, and today’s insufficient outlays for construction already exceed revenues by $10 billion annually. Increased spending will require either raising fuel taxes or adding to the deficit, neither of which will likely be popular on Capitol Hill.

Supply-side economics may have fallen out of favor, but it’s still applicable for infrastructure spending. Borrowing to fund projects today that will increase the economy’s growth rate for decades to come makes sense. Deficit spending on infrastructure should be expected to pay for itself by increasing the tax base over time.

Technology’s Role

Technology promises to improve the efficiency of our existing transportation infrastructure, even if federal funding never materializes. “Smart” technology could improve the carrying capacity of our highways by coordinating signals to keep traffic flowing.

Optimization algorithms for public transit could deploy buses and trains more efficiently during rush hour, and improving communications technology is making telecommuting an option for more workers, reducing the number of commuters on the road. And unlike building physical infrastructure, technological projects will likely be adapted as public-private partnerships, financed by municipal or corporate bonds. As a result, gridlock in Washington may inspire creative solutions on the local level.”

Voice Power

 

It’s the morning of the big call.

You prepared your material and went to bed early- even if you didn’t get much sleep. Now you hover near the phone, waiting for it to ring, thinking about everything that might prevent you from establishing a great rapport. Maybe he’ll sound like Elmer Fudd. Or, worse, maybe you will.

Either way, an important connection is about to be made, sight unseen. And your voice will play a big role. How can you prevent your voice from sabotaging everything from business calls to presentations? Use these tips for working your voice, instead of letting it work you.

 

1. Rise and try to shine

After getting out of bed, head to the bathroom for some warm-ups. Look at yourself in the mirror and take deep breaths. Are your shoulders rising as you inhale? Don’t let them. Stand straight, relax and let your breath come in down low. It should feel like it’s entering your body around your waist, not being pulled down your throat.

 

2. Keep it up

Not only does slouching look like you couldn’t care less, but it also prevents your lungs from filling up. Full lungs keep your voice from cracking, make you sound more powerful and keep you from running out of air. When you realize you’re hunched over while on the phone, sit back and straighten your spine to allow more energy to come across.

 

3. Support can be beautiful

Some people are blessed with resonant voices like James Earl Jones or Lauren Bacall. Most of us aren’t. But rather than throwing in the towel, try wrapping it around your waist. Breathe in low and gently expand your abs and obliques. Relax, let go and pretend the towel is like the waistline of your sweatpants. You can feel it grow a little wider.

Then open up and say “Ah.” Now repeat. This time, use your abs to expand your waist. You’ll also feel the downward push of your lower abs. Say “Ah” once more, and as you expand, you’ll hear the sound get stronger. Use this technique for more volume and a stronger sound.

 

4.Open up

When you get nervous, your voice gets squeaky and high. Not the confident image you want to project. And the more you try and control it by force, the more you start to lose it altogether. The cure: breathing low, gently using your lower abs to push down and relax. And always let your throat be open and free of tension. An open throat protects your voice and produces a richer sound.

 

5. Variety is key

Want to control your whole audience? Speak in a monotone voice, and you can send a group of 2,000 people off to dreamland. Especially when working by phone, that dead air may not be your client pondering. Try listening for snoring. To prevent this, remember the “four P’s” of vocal variety:

  • Pace: Speak too fast and it sounds like you’re nervous or a used car salesman trying to pull a fast one. If the pace is too slow, you’re going to sound like the village idiot.
  • Pitch: Pit your voice too low and nobody will hear you. Speak too high and you sound nervous.
  • Pauses: Build them into your speech–sparingly. If pauses are too short, it’ll sound like you’re scrambling for words. But a few well-timed pauses create a sense of intrigue and curiosity.
  • Passion: This all-important quality will be the biggest selling point you have. Love your topic.

 

6. Get rid of nasality

There’s a problem if your voice sounds disturbingly like Fran Drescher’s. If you’re a whiner, try this: yawn. Feel your mouth open wide. You won’t feel that kind of space if you’re nasal. The soft palate -a flap of skin on the back of the roof of your mouth-lifts and allows air to float up into every chamber of your head, resulting in a full, resonant sound. It’s like a little trap door that can open and close. Conversely, when the soft palate lowers, the air stream is blocked off from the head, and the air can only pass out of the nose.

For a quick fix, say “Ing- Ah.” Elide the “Ing” right into the “Ah,” and don’t break them into two sounds. Feel what’s happening inside your mouth. On “Ing,” the back of your tongue is pressed up against the soft palate and no air can get into your head. It’s nasal. When you say “Ah,” the tongue peels down from the roof and allows the sound to lift.

 

7. Modify your accent

How boring the world would be if we all sounded the same. But if your native tongue gets in the way of communication, you should correct it. The process used to be called accent “elimination,” but “modification” is a more accurate term. Spend a few sessions with a voice coach who can give you the basic sounds of English, help you pronounce its most confusing words and model them for you, face-to-face.

 

8. Tune your tone

Being able to adjust your tone to any situation is paramount to successful business communication. If you do sound monotonous, ineffectual or annoying, you may lose a client. If your tone is lackluster, they think you’re bored. If you sound angry or bullying, that aggressive style can put them off. But if you’re able to suit your tone to any occasion, you’ll win the day. Learn how to sound passionate even if you’d rather be anywhere else.

 

9. Leave it at the beep

Leaving a great voice-mail message is essential. If you sound positive, polished and professional, people will get a wonderful “first vocal impression.” Leave your name clearly. Spell it if you have to. Leave your phone number, twice. Tell them briefly what you can do for them. Let them know when you can be reached, or ask them the best time for you to call back. Be brief, but not vague.

 

10. It is, actually, about you

The most important tip is to be authentic. Take time to find what’s unique about you- your sense of humor, your newfound confidence, your persona.

Stop trying to sound like a phony announcer.

Mastering these tips for voice power will soon become second nature. And if your potential client does sound like Elmer Fudd, well, know that your newfound vocal skills will make an excellent first impression. Weally.

Douglas Anderson is president of Your Voice Coach, a consultancy whose clients range from startups to Fortune 500 companies. His detailed programs and list of services can be found on his website,www.yourvoicecoach.com.

 

How CEOs Manage Time

The scope of an organization’s managerial work is vast, encompassing functional agendas, business unit agendas, multiple organizational levels and myriad external issues. It also involves a wide array of constituencies—shareholders, customers, employees, the board, the media, government, community organizations, and more. Unlike any other executive, the CEO has to engage with them all.

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The epitome of leadership – The CEO in the lexicom of management

While CEOs are the ultimate power in their companies, they face challenges and constraints that few others recognize. Running a large global company is an exceedingly complex job.

The CEO must be the internal and external face of the organization through good times and bad, of course, having a great deal of help and resources at their disposal. However, they, more than anyone else in the organization, confront an acute scarcity of one resource. That resource is time. There is never enough time to do everything that a CEO is responsible for. Despite this, CEOs remain accountable for all the work of their organizations. 

The way CEOs allocate their time and their presence—where they choose to personally participate—is crucial, not only to their own effectiveness but also to the performance of their companies.

 

Where and how CEOs are involved
In determining what gets done and signals priorities for others it can also affect their legitimacy because a CEO who doesn’t spend enough time with colleagues will seem insular and out of touch, whereas one who spends too much time in direct decision making will risk being seen as a micromanager and erode employees’ initiative.

A CEO’s schedule (indeed, any leader’s schedule), then, is a manifestation of how the leader leads and sends powerful messages to the rest of the organization.

A crucial missing link in understanding the time allocation of CEOs—and making it more effective—has been systematic data on what they actually do.

Research on that has tended either to cover a small handful of CEOs, like the 1973 study in which Henry Mintzberg closely observed five chief executives (some of whom led nonprofits) for five days each, or to rely on large surveys that cover short periods (such as our HBS colleague Raffaella Sadun’s 2017 study based on daily phone surveys with 1,114 CEOs from a wide variety of companies in six countries over one week).


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A healthy economy

 How should a sustainable, universally economy look like?



 

“A healthy economy should be designed to thrive, not grow” sais Oxford economist, Kate Raworth.

 

 

 

Europe’s Road to Growth

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(https://on.ft.com/2J9CRe1The Financial Times is looking for 100 European companies, individuals and organisations that are taking advantage of new technologies in groundbreaking ways.

“There are fears that Europe is falling behind in digital transformation, just as the so-called fourth industrial evolution begins to change the business models of traditional industries in noticeable ways”, 

Patrick McGee wrote for the Digital Economy section in the Financial Times June edition. The predicted efficiency gains from the adoption of new technology are so great that, at first glance, they appear to be typos. PwC, for instance, forecasts the shift to contribute as much as 14 per cent to global GDP gains by 2030 — or “about $15tn in today’s value”.

However, digitalisation has so far been patchy. According to PwC, two-thirds of the 1,155 global manufacturing companies they surveyed “have just started or have not yet embarked on their digital transformation”.

Europe, in particular, is lagging behind: just 5 per cent of manufacturers in Europe, the Middle East and Africa (Emea) are “digital champions,” PwC says, versus 11 per cent in the Americas and 19 per cent in Asia-Pacific. On the other hand, Europe has strong foundations in fields such as artificial intelligence (AI) and cryptography, says Siraj Khaliq, a partner at Atomico, a technology investment group, which compiles an annual report, The State of European Tech.

Over the past two years, he says, industry has been increasingly tapping into these innovations with small acquisitions happening all the time.

The trajectory is very strong for these areas, especially with government policies of encouraging entrepreneurship with tax breaks and other measures,

Mr Khaliq adds.

More than 30 national and regional initiatives for digitalising industry have been launched across the continent over the past few years.

The FT is compiling a list of Europe’s best examples of digital transformation

Find out how to get involved.

Please see details below for how to nominate a digital transformation champion to be considered for this list on ft.com/2J9CRe1 #FTEuropeGrowth.”

 


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Windows of opportunity

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This world is moving away from a system of national markets

Isolated from one another by trade barriers, distance or culture, advances in technology and mass communication have made it possible, for people in one part of the world to watch happenings in far off places.

Theses are often used interchangeably but they refer to different processes. The process of integration on a worldwide scale of markets and production, has a single accepted definition used for it, globalisation.

For it, national boundaries are not important economically; free trade and movement of labour and other resources result in the breakdown of these boundaries and one big global marketplace.

On the other hand, referring to resources is internationalisation for which the increased links between nation states, with respect for trade and movement of this resources in participating and co-operating with other nation states to a common end.The regional trade agreements and regionalism are important in this process the EU is an example.

Hyperglobalisation – an extreme view process where the world market is a borderless global market.Consisting of powerless nation states and powerful multinational corporations.”

The process of globalisation brings changes in both the power of countries and companies and in national characteristics and culture, generally accepted in a view called transformationalism. The main international organisation concerned with globalisation are the World Trade Organisation, the International Monetary Fund, the World Bank and the OECD.

The OECD categories members into three bands high income countries, which include the EU, North America and Australia; middle income countries, which include East Asia and the Pacific Rim, and low-income countries, which include South Asia and Africa.

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If it can be sustained, the robust economic growth that we have seen this year could help lift millions out of poverty, particularly in the fast-growing economies of South Asia. But growth alone won’t be enough to address pockets of extreme poverty in other parts of the world.”

World Bank Group President Jim Yong Kim said.

 

Policymakers need to focus on ways to support growth over the longer run

 

By boosting productivity and labor force participation in order to accelerate progress toward ending poverty and boosting shared prosperity. Activity in advanced economies is expected to grow 2.2 percent in 2018 before easing to a 2 percent rate of expansion next year, as central banks gradually remove monetary stimulus, the June 2018 Global Economic Prospect essays.

 

Growth in emerging market and developing economies

 

Overall is projected to strengthen to 4.5 percent in 2018, before reaching 4.7 percent in 2019 as the recovery in commodity exporters matures and commodity prices level off following this year’s increase.  This outlook is subject to considerable downside risks. The possibility of disorderly financial market volatility has increased, and the vulnerability of some emerging market and developing economies to such disruption has risen. Trade protectionist sentiment has also mounted, while policy uncertainty and geopolitical risks remain elevated.

NEW World Bank report says global growth to slow to 3% in 2019 from 3.1% in 2018, as slack dissipates, major central banks normalize policy, trade and investment moderate.

 


 

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Economic Trends|News section pursuing a compilation of the main economic indicators|

 

Global Market Templates


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Testing for market efficiency

 

A set of processes, data and KPIs and a the global team its gonna work for all businesses around the world. Clearly, no stock market anywhere in the word is a perfect market. However, companies and investors do not need capital markets to be perfect; rather, they need capital market to be efficient and to offer fair prices so they can make reasoned investment and financial decisions. In corporate finance an efficient market points out three form test to this matter:

Strong form test

 

Because some people have access to information before other investors and so can make abnormal gains, it can be argued that capital markets are not strong form efficient. It is not possible to test for strong efficiency directly by investigating market’s use of insider information, since by definition this information is unknown.

 

Test from strong form efficiency are therefore indirect in approach

 

They examine how expert users of information is unknown. Test for strong form of efficiency are therefore indirect approach: they examine how expert users of information perform when compared against a yardstick such as the average return on the capital market.

 

Fund managers with resources to invest in discovering and analysing information may be in a better position than most to make abnormal gains.

 

If their funds achieved above-average performances ona regular basis, this would be the evidence that capital markets are not strong form efficient. A classic study of 115 mutual fund that the majority  did make above-average returns when management costs were taken into account: in fact, their performance was inferior to a passive buy-and-hold strategy as Jensen sustained. Research continues to show that actively managed funds underperform the market after accounting for management costs, and in many cases before accounting for management costs as well.

It has also been shown that investors could not benefit from the investment advice of financial tipsters(insider information becoming public information) due to the speech with which the market factored new information into share prices.

 

Semi-strong form tests

 

Tests for semi-strong form efficiency look at the speed and accuracy of share price responses to new information(event studies). In general, event studies support the view that capital markets are semi-strong form efficient.

As examination of the adjustment of share prices to the release of information about share splits found it was not possible to profit from the information because the market seemed to incorporate it efficiently and effectively. Similar findings were reached regarding earnings announcements, and merger announcements in Keon and Pinkerton advice.

 

In fact, possible benefits arising from mergers were found to be anticipated by the capital market up to three months prior to any announcements.

 

While event studies support the semi-strong form of efficient market hypothesis, they also offer evidence of anomalies, such as the observation that share prices continue to rise(or fall) for  a substantial period following the release of positive (or negative) information. It has also been found that the more frequently a share is traded, the shorter the time required for its price to return to equilibrium having absorbed new information.

 

Weak form test

 

If a capital market is weak form efficient, so that share prices reflect completely all past information, it will not be possible for investors to predict future share prices by studying past share price movements. Share prices will change as new information arrives on the market and, since new information arrives at random, share price movements will also appear to be random.

Many empirical studies have supported the proposition that the movement of share prices over time represent a random walk. This random walk hypothesis suggests that, if we know the share price at the end of one time period , we cannot predict accurately the share price at the end of the next period.

Empirical evidence strongly supports the view that the relationship between share prices in different period on well-developed capital markets is random, in which case we can say that research shows that:

 

Well-developed capital markets  are weak form efficiency have used serial correlation tests, run tests and filter tests.

 

One of the earlier studies testing for serial correlation looked for any correlation between security price changes at different points in time Studies using run tests examine whether any significance can be attached to the direction of price changes by examining the length of the run of successive price changes of the same sign. The empirical evidence indicated that the direction of prices changes on any one day was independent of the direction of price changes on any other day.

The distribution of direction was found to be based on pure chance, adding further support to the view that capital markets are weak form efficient filter tests try to identify any significant long-term relationships in security price movements by filtering out short terms price chnages.

One early study found that white filter tests could provide abnormal returns compared with a simple buy and hold strategy, gains were cancelled out when transactions costs were taken into account.

More recent studies have found weak evidence that a period of above average returns may follow a long period of below average returns (mean reversion), buy the weak form of the efficient market hypothesis is still broadly supported. It also have been argued from an insider perspective that trading strategies based on anomalies do not generate abnormal returns. Recent reasearch has indicated that emerging capital markets may be weak form inefficient with lower levels of liquidity and turn oner associated with such markets suggested as contributory factors.


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Latest Financial Topics for Strategy & Business Developments

Comercial Leaders

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A process that uses a sponsor, a voice to talk to, to burden to is a strategy operating a company growth and innovation, completely aligned with socialization.

Having a happy, healthy, engaged workforce goes far beyond providing free food, gym memberships and a ping-pong table. While those perks are sure to be appreciated by employees, they don’t do much in the way of motivating or retaining them.
What it really comes down to is the employee-employer relationship. New data released earlier this year by Virgin Pulse revealed exactly what employees need to love their job – and a large part of that is a good relationship with their employer. In fact, nearly 60 percent of the more than 1,000 full-time employees surveyed said their relationship with their employer positively impacts their focus or productivity at work, and 44 percent said it positively impacts their stress levels.

Considering nearly 50 percent of the 7,200 adults surveyed in a recent Gallup study left a job,

to get away from their manager,”

it’s time to reevaluate the employee-employer relationship.

Here is what makes for a good relationship between employers and their employees.

1. Open communication

The key to any good relationship is communication that goes both ways. Unfortunately, employees don’t feel like their bosses are really listening. A recent survey of more than 1,000 U.S. employees by 15Five showed a mere 15 percent of employees are satisfied with the quality of workplace communication.

What’s more, that same study found that 81 percent of employees would rather join a company that values “open communication” than one that offers great perks.

To create a work environment that supports open communication, consider implementing a web-based feedback platform. According to the survey by 15Five, 70 percent of employees said they’d be more likely to share information with managers if they could enter comments into an online feedback system.

2. Guidance and support

A leader can’t lead without providing direction. To build a stronger relationship with employees, employers must provide them with the necessary guidance and support to achieve their work goals. Employers need to have an idea of what those goals are to do that.
Yet, the aforementioned Gallup study showed that only 12 percent of employees “strongly agree” that their manager helps them set work priorities, and only 13 percent agree that their manager helps them set performance goals.

Give employees the help they need. Meet with them regularly to discuss their goals for the quarter and set priorities. This will better align them with the goals of the company.

3. Opportunities and investments

Ideally, both parties bring something to, and get something out of, the relationship. For employers, the benefits of a good employee-employer relationship include a workforce that is highly engaged, productive and satisfied in their role within the organization. An effective and efficient workforce is good for business.

For employees, the advantages of the relationship should go beyond the paycheck and benefits package to include individualized training.
Send employees to professional development events or invite leaders within the industry to speak during a monthly lunch-and-learn. Just be sure to provide them with opportunities to grow and improve. After all, investing in employees ensures they’ll invest in the company.

4. Gratitude and appreciation

It’s in our nature to want to be praised for a job well done – a result of receiving “gold stars” during our schoolyard days, no doubt. It reassures, motivates and gives us the fuel we need to continue doing what we do well.

In fact, Globoforce and SHRM’s 2015 Employee Recognition Report showed 86 percent of the 823 HR professionals surveyed said values-based recognition increased employee happiness at work, so don’t hold back on the “thank you” notes and pats.

Employees will appreciate the recognition, and the employee-employer relationship will get a much-needed boost.

5. Interest in life outside of work

The employee-employer relationship should be professional, but that doesn’t mean employers shouldn’t take the time to get to know the person behind the work. Strive to treat employees as people, not just worker bees. The key is to take an interest in employees’ lives outside of work.

What are employees’ personal and professional goals? Where do they hope to be in five years? Do they have a family? What do they like to do once the workday is over?

Questions like these help employers to know their employees on a more personal level. That helps them make sense of individual employee actions and preferences, and forms a much stronger bond between employers and their employees.


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Latest News for Strategy Business Developments

Expect change

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“Business flows is in the opposite direction and often between developing countries.”

One indication of this the number of companies from the emerging nations appears in the Fortune 500 list of the world’s biggest companies.

Substantial amounts of foreign trade and hence movements of currency, result from the activities of very large multinationals companies or enterprises.”

The transnationality index gives the measure of an MNE’s involvement abroad by looking at three ratios foreign asset/total assets, foreign sales/total sales and foreign employment.

As such it captures the importance of foreign activities in its overall activities. These multinationals are huge organisations and their market value often exceed the GNP of many of the countries in which they operate.

“There are over 60000 MNE’s around the world and they are estimated to account for a quarter of the world’s output.”

The growth in MNE’s is due to relaxation od exchange controls , making it easier to move money between countries, and the improvements in communication, which makes it possible to run a world-wide business from one country.


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Latest News for Strategy Business Developments

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There is an old-fashioned word for the body of skills. Character, writes Amitai Etzioni, the George Washington University, social theorist, is the

Psychological muscle that moral conduct requires.”

The bedrock of character is self-discipline, the virtuous life, since Aristotel have observed, is based on self-control. A related keystone of character is being able to motivate and guide ourselves, whether in doing homework, finishing a job, or getting up in the morning. As we have seen the ability to channel one’s urges to act is a basic emotional skill, one that in a former day was called will.

We need to be in control of ourselves – our appetites, our passions to do right by others”,

notes Tomas Lickona, writing about character education.

It takes will to keep emotion under the control of reason.”

Being able to put aside one’s self-centered focus and impulses has social benefits, opens the way to empathy, to real listening. to another person’s perspective. Empathy as we have seen, leads to caring, altruism and compassion.

Seeing things from another’s perspective breaks down biases stereotypes, and so breads tolerance and acceptance of differences.

These capacities are ever more called on in our increasingly pluralistic society, allowing people to live together in mutual respect and creating the possibility of productive public discourse. Theses are basic arts of democracy.


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Latest News for Strategy Business Developments

Global Goals

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A solution in the world map for manufacturing, a solution that really focuses on you enabling to pull information, wide information that you need now in a mobilised way, a solution to an eco system, to build applications quickly.

A great example is Honeywell, that is build out of a portal for their partners. As result they tighten their relationships with their partners, they have increased the subscriptions of their customers and now they are able to use that information to create valuable services.


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