Board Of Directors Quotes

One only wishes Wayne LaPierre and his NRA board of directors could be drafted to some of these scenes, where they would be required to put on booties and rubber gloves and help clean up the blood, the brains, and the chunks of intestine still containing the poor wads of half-digested food that were some innocent bystander's last meal.

A good Board Of Directors team is one where ideas are flowing fluidly - and where each idea is met with an initial welcome, an intellectual challenge, an expression of gratitude, a rigorous scrutiny and a readiness for action.

All I mean is that a board of directors is one or two ambitious men--and a lot of ballast. I mean that groups of men are vacuums. Great big empty nothings. They say we can't visualize a total nothing. Hell, sit at any committee meeting. The point is only who chooses to fill that nothing. It's a tough battle. The toughest. It's simple enough to fight any enemy, so long as he's there to be fought. But when he isn't. . .

The GameMasters watched. They were the board of directors but also, they were more; they were dealmakers and wardens and politicians and owners, and they lived in a rarefied version of the world, a space above, for them alone. They sat and drank champagne to their philanthropic hearts' content. They watched a game they'd won already, many times over.

Pamela could be at the gym right now, or at the salon, or with the board of directors dealing with the business. She could be anywhere.

The real skill is to manage and reward the people who are smarter than you in some technical area. That is why companies have a board of directors.

More often than not, a C.E.O is merely a puppet whose strings are pulled by a board of directors.

Group Thinking” or lack of courage to ask the tough and strategic questions is the chief weakness on Boards today.

Silo builds the wall in people’s minds and creates the barrier in organizations’ “hearts.

Practically speaking, when more than 90 percent of women got married and divorce was rare, discrimination in favor of men at work meant discrimination in favor of their wives at home. When workplace discrimination worked in favor of women at home, no one called it sexism. Why? It was working for women. Only when discrimination switched from working for women to working against women (because more women were working) did it get called sexism. For example: During the years I was on the board of directors of the National Organization for Women in New York City, the most resistant audiences I ever faced in the process of doing corporate workshops on equality in the workplace were not male executives—they were the wives of male executives.

I mean, to talk about "corporate greed" is like talking about "military weapons" or something like that―there just is no other possibility. A corporation is something that is trying to maximize power and profit: that's what it is. There is no "phenomenon" of corporate greed, and we shouldn't mislead people into thinking there is. It's like talking about "robber's greed" or something like that―it's not a meaningful thing, it's misleading. A corporation's purpose is to maximize profit and market share and return to investors, and all that kind of stuff, and if its officers don't pursue that goal, for one thing they are legally liable for not pursuing it. There I agree with Milton Friedman [right-wing economist] and those guys: if you're a C.E.O., you must do that―otherwise you're in dereliction of duty, in fact dereliction of duty. And besides that, if you don't do it, you'll get kicked out by the shareholders or the Board of Directors, and you won't be there very long anyway.

One only wishes Wayne LaPierre and his NRA board of directors could be drafted to some of these scenes, where they would be required to put on booties and rubber gloves and help clean up the blood, the brains, and the chunks of intestine still containing the poor wads of half-digested food that were some innocent bystander’s last meal.

The Board’s role is to pull management out of the trees to see the forest.

Strategy oversight is important in tuning and updating a dynamic digital strategy.

Strategic wisdom is an integral and multidimensional intelligence.

Independent directors practice independent thinking.

The weather seemed afraid to take a stand and clung noncommittally to some sort of road’s middle; Board of Directors’ weather, she thought.

A CEO is a board of directors personified.

What is weak, emphasize as strong. Not sure how to pronounce a word? Then say it loudly with confidence. If technology is outdated, the company board of directors will spend fortunes advertising that their products are the newest and best. To finance the lies, the board will fire a third of the employees, making stock prices go up. Then, before customers disconnect and go to competitors, the company will have made enough money on its lies to buy a startup company with new technology. But, of course, the new technology should not be a backdoor for thieves.

The diversity along with deep knowledge of the business will allow board directors to be real “thought partners” with senior management as they consider the longer-term goals beyond quarterly earnings.

In a world of well-defined problems, directors are required to exercise influence over volatility, manage uncertainty, simplify complexity, and resolve ambiguity in the 21st-century digital environment.

When people suggest that what, all along, has been holding women back is other women bitching about each other, I think they’re severely overestimating the power of a catty zinger during a cigarette break. We have to remember that snidely saying, “Her hair’s a bit limp on top” isn’t what’s keeping womankind from closing the 30 percent pay gap and a place on the board of directors. I think that’s more likely to be down to tens of thousands of years of ingrained social, political, and economic misogyny and the patriarchy, tbh. That’s just got slightly more leverage than a gag about someone’s bad trousers.

That decision falls to scientists, engineers, and managers—with at least the tacit approval of company officers and boards of directors. All complex technology is inseparably coupled to an equally complex team of people and systems of people who should interact with one another as smoothly and with as clear a purpose as a set of well-meshed gears.

The key is to take a larger project or goal and break it down into smaller problems to be solved, constraining the scope of work to solving a key problem, and then another key problem. This strategy, of breaking a project down into discrete, relatively small problems to be resolved, is what Bing Gordon, a cofounder and the former chief creative officer of the video game company Electronic Arts, calls smallifying. Now a partner at the venture capital firm Kleiner Perkins, Gordon has deep experience leading and working with software development teams. He’s also currently on the board of directors of Amazon and Zynga. At Electronic Arts, Gordon found that when software teams worked on longer-term projects, they were inefficient and took unnecessary paths. However, when job tasks were broken down into particular problems to be solved, which were manageable and could be tackled within one or two weeks, developers were more creative and effective.

The pharmaceutical companies that fund med schools don’t want this fact realized, and therefore the information is suppressed. Many pharmaceutical companies and doctors make money by treating symptoms rather than causations. When causations are understood, cures are oftentimes a given. Cures don’t make money. Why was Aspartame released into the population despite evidence of the damage it causes while Donald Rumsfeld was CEO of Searle? Why do you think George Bush was on the board of directors for Eli Lilly9 drug manufacturing? To counteract the mass genocide he perpetuates? Why do you think politicians are so healthy and live so long? What do they know that they aren’t telling us? I’m not saying this is all a conspiracy to thin the population, but pertinent health information should be public knowledge rather than deliberately suppressed. If this information were taught in schools, unethical drug companies would loose their control on the world.

Without real accounting and financial transparency and sharing of information, there can be no economic democracy. Conversely, without a real right to intervene in corporate decision-making (including seats for workers on the company’s board of directors), transparency is of little use. Information must support democratic institutions; it is not an end in itself. If democracy is someday to regain control of capitalism, it must start by recognizing that the concrete institutions in which democracy and capitalism are embodied need to be reinvented again and again.59

Why in the world would you involve Steve in a decision like this?” Amelio replied, getting angry. “Steve is not even a member of the board of directors, so what the hell is he doing in any of this conversation?” But Woolard didn’t back down, and Amelio hung up to carry on with the family picnic before telling his wife.

From the Maycomb County Citizens’ Council. Didn’t you know we have one?” “I did not.” “Well, your father’s on the board of directors and Henry’s one of the staunchest members.” Alexandra sighed. “Not that we really need one. Nothing’s happened here in Maycomb yet, but it’s always wise to be prepared. That’s where they are this minute.

what I defend above all is the possibility and the necessity of the critical intellectual, who is firstly critical of the intellectual doxa secreted by the doxosophers. there is no genuine democracy without genuine opposing critical powers. the intellectual is one of those, of the first magnitude. that is why I think that the work of demolishing the critical intellectual, living or dead - marx, nietzsche, sartre, foucault, and some others who are grouped together under the label pansee 68- is as dangerous as the demolition of the public interest and that it is part of the same process of restoration. of course I would prefer it if intellectuals had all, and always, lived up to the immense historical responsibility they bear and if they had always invested in their actions not only their moral authority but also their intellectual competence- like, to cite just one example, pierre vidal-naquet, who has engaged all his mastery of historical method in a critique of the abuses of history. having said that, in the words of karl kraus, 'between two evils, I refuse to choose the lesser.' whole I have little indulgence for 'irresponsible' intellectuals, I have even less respect for the 'intellectuals' of the political-administrative establishment, polymorphous polygraphs who polish their annual essays between two meetings of boards of directors, three publishers' parties and miscellaneous television appearances.

On the basis of capitalist production, a new swindle with the wages of management develops in connection with joint-stock companies, in that, over and above the actual managing director, a number of governing and supervisory boards arise, for which management and supervision are in fact a mere pretext for the robbery of shareholders and their own enrichment.

A focused Board concentrates on strategy oversight and governance practices, to avoid getting lost in the forest.

Heterogeneous BoDs with independent thinking enforce governance, and diversity strengthens creativity.

A wise board accumulates rational wisdom, embraces unconventional wisdom and sharpens system wisdom.

Applying deep insight and rubber stamping are such counter-propositions.

A strategic board has a view of looking ahead, an insight to look deeper, and competency to look beyond.

A tech-savvy Board sets a right tone for shaping the culture of innovation.

The real strategic differentiation is to create true value, look forward, not backward, and present the advanced uniqueness to shine through.

The board directors see the development of strategy as a collective effort between themselves and management, rather than a question of “us versus them.

Digital board directors with the right dose of “doubt” are real critical thinkers who can ask deep questions.

For three years I served on the board of directors of the National Organization for Women in New York City. As I explained women’s perspectives to men, I often noticed a woman “elbow” the man she was with, as if to say, “See, even an expert says what a jerk you are.” I slowly became good at saying what women wanted to hear. I enjoyed the standing ovations that followed. The fact that my audiences were about 90 percent women and 10 percent men (most of whom had been dragged there by the women) only reinforced my assumption that women were enlightened and men were “Neanderthals”; that women were, after all, Smart Women stuck with Foolish Choices. I secretly loved this perspective—it allowed me to see myself as one of America’s Sensitive New Age Men.

I do not believe in the power of brand names or in emulating any of the brand name investors out there. It is a fact that all—if not at least most—of the biggest names in American finance and industry out there today have proven after the 2008 crisis to be some of the most incompetent people there are. Starting with the untouchable Goldman Sachs, who was bailed out by over $5 billion from Warren Buffett, to AIG and Citibank, who were bailed out by the hundreds of billions of dollars from the Troubled Asset Relief Program (TARP), having a name and a history does not make you the brightest and the best. All it takes is one nincompoop with a huge ego or a board of directors who think they are smarter than everyone else to destroy what has taken generations to build.

A platoon of thirty soldiers or even a company of a hundred soldiers can function well on the basis of intimate relations, with a minimum of formal discipline. A well-respected sergeant can become ‘king of the company’ and exercise authority even over commissioned officers. A small family business can survive and flourish without a board of directors, a CEO or an accounting department.

What kind of appointments?” Fran squinted at the screen. “Let’s see. The red ones are usually mandatory or urgent: info session for new chairs and directors; convocation; faculty cabinet; humanities council; faculty appeals board; university caucus…” Fitger had the sensation that he was listening to his obituary read aloud, including a detailed account of the things that would kill him.

It wasn’t just wealth itself that put me in that position; a lot of it was sheer stubborn curiosity. Whenever I served on a corporate board, I was notorious for asking more questions than any other director on that board. I didn’t give a shit if my question showed how stupid I was. A lot of people are scared to ask questions because they don’t want people to know how dumb they are. I’ve never had that problem.

Not a single high-level CEO has even been charged in connection with the financial collapse, much less been convicted and sent to prison, and most of them went on to receive huge year-end bonuses. Joseph Cassano of AIG Financial Products—known as “Mr. Credit-Default Swap”—led a unit that required a $99 billion bailout while simultaneously distributing $1.5 billion in year-end bonuses to his employees—including $34 million to himself. Robert Rubin of Citibank received a $10 million bonus in 2008 while serving on the board of directors of a company that required $63 billion in federal funds to keep from failing. Lower down the pay scale, more than 5,000 Wall Street traders received bonuses of $1 million or more despite working for nine of the financial firms that received the most bailout money from the US goverment.

We have to defend views we don't share and impose them on the public; deal with questions we don't understand and vulgarize them for the gallery. We can't have ideas of our own, we have to have those of the editor; and even the editor doesn't have the right to think with his own head, because when he's sent for by the board of directors he has to stifle his own views, if he has any, and support those of the shareholders.

In some organizations, they can succeed if they are simply good at making presentations to the board of directors or writing strategies or plans. The tragedy is that these talents mask real deficiencies in overall management capabilities. These talented performers run for cover when grubby operating decisions must be made and often fail miserably when they are charged with earning a profit, getting things done and moving an organization forward.

a study of Fortune 500 companies from research organization Catalyst found that those with the highest representation of women on their boards of directors performed significantly better than those with the lowest representation of women.

Our churches are parroting the surrounding culture’s definitions of success. We have consumers (the congregation), a board of directors (deacons or elders), and a pastor CEO that we hire to give us results. Success is getting people in the door. Traffic. Marketing. Visibility. One of the reasons why some young people in their twenties have abandoned the church is that corporate-style Christianity is just a poor imitation of what we see in the world. It’s what we get everywhere else.

Eventually Frances was credited with writing 325 scripts covering every conceivable genre. She also directed and produced half a dozen films, was the first Allied woman to cross the Rhine in World War I, and served as the vice president and only woman on the first board of directors of the Screen Writers Guild. She painted, sculpted, spoke several languages fluently, and played “concert caliber” piano. Yet she claimed writing was “the refuge of the shy” and she shunned publicity; she was uncomfortable as a heroine, but she refused to be a victim.

The illusion of pattern affects our lives in many ways off the basketball court. How many good years should you wait before concluding that an investment adviser is unusually skilled? How many successful acquisitions should be needed for a board of directors to believe that the CEO has extraordinary flair for such deals? The simple answer to these questions is that if you follow your intuition, you will more often than not err by misclassifying a random event as systematic. We are far too willing to reject the belief that much of what we see in life is random.

In the early 1970s, racial and gender discrimination was still prevalent. The easy camaraderie prevailing in the operating room evaporated at the completion of surgical procedures. There was an unspoken pecking order of seating arrangements at lunch among my fellow physicians. At the top were the white male 'primary producers' in prestigious surgical specialties. They were followed by the internists. Next came the general practitioners. Last on the list were the hospital-based physicians: the radiologists, pathologists and anaesthesiologists - especially non-white, female ones like me. Apart from colour, we were shunned because we did not bring in patients ourselves but, like vultures, lived off the patients generated by other doctors. We were also resented because being hospital-based and not having to rent office space or hire nursing staff, we had low overheads. Since a physician's number of admissions to the hospital and referral pattern determined the degree of attention and regard accorded by colleagues, it was safe for our peers to ignore us and target those in position to send over income-producing referrals. This attitude was mirrored from the board of directors all the way down to the orderlies.

In the workplace, Japanese women have low participation and low pay. Participation declines steeply with increasing level of responsibility. Whereas women account for 49% of Japanese university students and 45% of entry-level job holders, they account for only 14% of university faculty positions (versus 33%–44% in the U.S., United Kingdom, Germany, and France), 11% of middle-level to senior management positions, 2% of positions on boards of directors, 1% of business executive committee members, and less than 1% of CEOs. At those higher levels Japan lags behind all major industrial countries except (again) South Korea.

One among them is a well-known and highly respected political reporter. He had been grassrooting with the presidential candidates, and when I saw him he was not happy, because he loves his country, and he felt a sickness in it. I might say further that he is a completely honest man. He said bitterly, “If anywhere in your travels you come on a man with guts, mark the place. I want to go to see him. I haven’t seen anything but cowardice and expediency. This used to be a nation of giants. Where have they gone? You can’t defend a nation with a board of directors. That takes men. Where are they?” “Must be somewhere,” I said.

Edward Snowden was born in Elizabeth City, North Carolina, and grew up in the shadow of Fort Meade. A systems engineer by training, he served as an officer of the Central Intelligence Agency and worked as a contractor for the National Security Agency. He has received numerous awards for his public service, including the Right Livelihood Award, the German Whistleblower Prize, the Ridenhour Prize for Truth-Telling, and the Carl von Ossietzky Medal from the International League of Human Rights. Currently, he serves as president of the board of directors of the Freedom of the Press Foundation. You can sign up for email updates here

Joseph Cassano of AIG Financial Products—known as “Mr. Credit-Default Swap”—led a unit that required a $99 billion bailout while simultaneously distributing $1.5 billion in year-end bonuses to his employees—including $34 million to himself. Robert Rubin of Citibank received a $10 million bonus in 2008 while serving on the board of directors of a company that required $63 billion in federal funds to keep from failing. Lower down the pay scale, more than 5,000 Wall Street traders received bonuses of $1 million or more despite working for nine of the financial firms that received the most bailout money from the US goverment. Neither

A kid asked him what his painting was. “It’s Venice at night, an accountant’s soul, the blood of imbeciles. Smoker’s lung. Tenure. The inside of a lock, the taste of iron. Despair. A city with the streetlights shot out, the heart of a school board director.” Some teachers whisper he’s having a breakdown. I think he’s the sanest person I know(181)”.

with a minimum of formal discipline. A well-respected sergeant can become ‘king of the company’ and exercise authority even over commissioned officers. A small family business can survive and flourish without a board of directors, a CEO or an accounting department. But once the threshold of 150 individuals is crossed, things can no longer work that way. You cannot run a division with thousands of soldiers the same way you run a platoon. Successful family businesses usually face a crisis when they grow larger and hire more personnel. If they cannot reinvent themselves, they go bust. How did Homo sapiens manage to cross this critical threshold, eventually founding cities comprising tens of thousands of inhabitants

Let's see, we've got the Empress of Manticore, the President of the Republic of Haven, the Protector of Grayson, the chairman of the Beowulf Board of Directors, Queen Berry, and the Andermani emperor's first cousin. Not to mention your own humble self as Steadholder Harrington and the commander of the Grand Fleet, followed by a scattering of mere planetary grand dukes, dukes, earls, members of the Havenite cabinet, three other members of the Beowulf Board of Directors, the chairman of the Alliance joint chiefs of staff, the First Space Lord, the Havenite chief of naval operations, the Beowulfan chief of naval operations, High Admiral Yanakov, Admiral Yu, two or three dozen ambassadors, and God alone only knows who else.

. . . as a businessman, he thought the idea of having a centralized Health Service made a lot of sense, because ultimately it could be run as a business, with shareholders and a board of directors, and a chief executive, and that was the way to make sure it was efficient, to run it along business lines, i.e. with a view to making a profit. . . . in fact the Health Service, if properly managed, could turn out to be the most profitable business of all time, because health care was like prostitution, it was something for which the demand could never dry up; it was inexhaustible. He said that if someone could get himself appointed manager of a privatized Health Service, he would soon be just about the richest and most powerful man in the country.

Eager to reestablish their brand as the “King of Beers,” the company’s board of directors had authorized August Jr., the superintendent of the brewery, to buy several teams of Clydesdale draft horses “for advertising purposes.” Gussie, as he was called, purchased sixteen of the massive 2,000-pound animals for $21,000 at the Kansas City stockyards. He also found two wooden wagons from back in the days when the company employed eight hundred teams of horses to deliver its beer, and set about having them restored to the exacting standards of his late grandfather, brewery founder Adolphus Busch, who liked to conduct weekly inspections from a viewing stand, with his son August at his side as all the drivers passed in parade, hoping to win the $25 prize for the best-kept team and wagon.

Buffett was asked why he hadn't bought more Costco shares, considering that Munger owns shares and is on the board of directors. "Yeah, you hit on a good one here," Buffett replied. "We should've owned more Costco, and probably if Charlie had been sitting in Omaha, we would've owned more Costco. Charlie was constantly telling me about this terrific method of distribution, and after 10 years or so I started catching on to what he was saying, and we bought a little of Costco at Berkshire. "We actually negotiated to buy more. I made the most common mistake that I make . . . We started buying it, and the price went up, and instead of following it up and continuing to buy more. . . . If Costco had stayed at $15 a share or so, where we were buying it, we would've bought a lot more. But instead it went to 15⅛ and who could pay 15⅛ when they'd been paying $15—it wasn't quite that bad. But I have made that mistake a lot of times, and it's very irritating."23

REINHOLD JOBS. Wisconsin-born Coast Guard seaman who, with his wife, Clara, adopted Steve in 1955. REED JOBS. Oldest child of Steve Jobs and Laurene Powell. RON JOHNSON. Hired by Jobs in 2000 to develop Apple’s stores. JEFFREY KATZENBERG. Head of Disney Studios, clashed with Eisner and resigned in 1994 to cofound DreamWorks SKG. ALAN KAY. Creative and colorful computer pioneer who envisioned early personal computers, helped arrange Jobs’s Xerox PARC visit and his purchase of Pixar. DANIEL KOTTKE. Jobs’s closest friend at Reed, fellow pilgrim to India, early Apple employee. JOHN LASSETER. Cofounder and creative force at Pixar. DAN’L LEWIN. Marketing exec with Jobs at Apple and then NeXT. MIKE MARKKULA. First big Apple investor and chairman, a father figure to Jobs. REGIS MCKENNA. Publicity whiz who guided Jobs early on and remained a trusted advisor. MIKE MURRAY. Early Macintosh marketing director. PAUL OTELLINI. CEO of Intel who helped switch the Macintosh to Intel chips but did not get the iPhone business. LAURENE POWELL. Savvy and good-humored Penn graduate, went to Goldman Sachs and then Stanford Business School, married Steve Jobs in 1991. GEORGE RILEY. Jobs’s Memphis-born friend and lawyer. ARTHUR ROCK. Legendary tech investor, early Apple board member, Jobs’s father figure. JONATHAN “RUBY” RUBINSTEIN. Worked with Jobs at NeXT, became chief hardware engineer at Apple in 1997. MIKE SCOTT. Brought in by Markkula to be Apple’s president in 1977 to try to manage Jobs.

Sometime in the fifties I remember seeing On the Waterfront in the movies with Mary and thinking that I’m at least as bad as that Marlon Brando character and that some day I’d like to get in union work. The Teamsters gave me good job security at Food Fair. They could only fire you if they caught you stealing. Let me put it another way, they could only fire you if they caught you stealing and they could prove it. • chapter eight • Russell Bufalino In 1957 the mob came out of the closet. It came out unwillingly, but out it came. Before 1957 reasonable men could differ over whether an organized network of gangsters existed in America. For years FBI director J. Edgar Hoover had assured America that no such organization existed, and he deployed the FBI’s greatest resources to investigate suspected Communists. But as a result of the publicity foisted on the mob in 1957, even Hoover came on board. The organization was dubbed “La Cosa Nostra,” meaning “this thing of ours,” a term heard on government wiretaps. Ironically,

I do not believe in supporting bailouts without strong ramifications. It is a fool’s fantasy to think we can live in a globally connected economy and never have a situation arise where the government prudently steps in to prevent a failure that might lead to catastrophic ramifications. In most cases, I believe it would be much better to let bailed-out companies fail when they have mismanaged themselves, rather than waste taxpayer money propping up greedy idiots who are trying to salvage their own bonuses; however, there are exceptions to almost every rule. The wiser course would be to penalize the CEO or board of directors who drove the company to the brink of failure. The most obvious punishment would be the elimination of any “golden parachutes” or bonuses for the executive and seizure of all company-derived assets, including any attempts to hide company assets in the spouse’s name. When C-level executives come to the realization that managing a company is not a game and that there are serious consequences for their actions, we will see fewer instances of requests for bailouts.

I do not know how long more I shall live. I am already an old man. But now that I have you, I want to enjoy every minute of my remaining life. I want to eat your Ambrosia & drink your Nectar till the last day of my life. I hope to live ten years longer to enjoy every minute of you to which I am entitled. If you treat me well & continue to make me happy, who knows, when I die, I might even leave the company to you. Imagine, you, my darling, as Chairman of the Board! Then you can sit at the Board Meeting: with your cup on the table & ask all the Directors to lick it1 Haw! Haw! Haw!"[MMT]

David Kaiser and Lovisa Stannow, respectively the Chair of the Board and Executive Director of Just Detention International (JDI), one of the most intrepid organizers against prison rape and for implementation of PREA, cites analyses in 2011 Bureau of Justice Statistics (BJS) reports, showing that there are over 216,600 cases of sexual abuse in prisons in a single year. They continue, “that’s almost 600 people a day—25 an hour.”[113] The most vulnerable among all groups are trans persons, the increasing number of mentally ill that have been taken in by the prisons, and also women. Nearly half of these violations, according to still more recent BJS studies, are committed by prison staff, the very ones, observes JDI pointedly, whose job it is to ensure their safety from such violation.

Equity financing, on the other hand, is unappealing to cooperators because it may mean relinquishing control to outside investors, which is a distinctly capitalist practice. Investors are not likely to buy non-voting shares; they will probably require representation on the board of directors because otherwise their money could potentially be expropriated. “For example, if the directors of the firm were workers, they might embezzle equity funds, refrain from paying dividends in order to raise wages, or dissipate resources on projects of dubious value.”105 In any case, the very idea of even partial outside ownership is contrary to the cooperative ethos. A general reason for traditional institutions’ reluctance to lend to cooperatives, and indeed for the rarity of cooperatives whether related to the difficulty of securing capital or not, is simply that a society’s history, culture, and ideologies might be hostile to the “co-op” idea. Needless to say, this is the case in most industrialized countries, especially the United States. The very notion of a workers’ cooperative might be viscerally unappealing and mysterious to bank officials, as it is to people of many walks of life. Stereotypes about inefficiency, unprofitability, inexperience, incompetence, and anti-capitalism might dispose officials to reject out of hand appeals for financial assistance from co-ops. Similarly, such cultural preconceptions may be an element in the widespread reluctance on the part of working people to try to start a cooperative. They simply have a “visceral aversion” to, and unfamiliarity with, the idea—which is also surely a function of the rarity of co-ops itself. Their rarity reinforces itself, in that it fosters a general ignorance of co-ops and the perception that they’re risky endeavors. Additionally, insofar as an anti-democratic passivity, a civic fragmentedness, a half-conscious sense of collective disempowerment, and a diffuse interpersonal alienation saturate society, this militates against initiating cooperative projects. It is simply taken for granted among many people that such things cannot be done. And they are assumed to require sophisticated entrepreneurial instincts. In most places, the cooperative idea is not even in the public consciousness; it has barely been heard of. Business propaganda has done its job well.106 But propaganda can be fought with propaganda. In fact, this is one of the most important things that activists can do, this elevation of cooperativism into the public consciousness. The more that people hear about it, know about it, learn of its successes and potentials, the more they’ll be open to it rather than instinctively thinking it’s “foreign,” “socialist,” “idealistic,” or “hippyish.” If successful cooperatives advertise their business form, that in itself performs a useful service for the movement. It cannot be overemphasized that the most important thing is to create a climate in which it is considered normal to try to form a co-op, in which that is seen as a perfectly legitimate and predictable option for a group of intelligent and capable unemployed workers. Lenders themselves will become less skeptical of the business form as it seeps into the culture’s consciousness.

He learned that we should keep our eyes on the goal and not on the ground. He learned so much about the Burger King’s operations that later when he was running the Investment Bank and was looking for high-profile American billionaires to sit on his Board of Directors, he met Joe Antonius, Chairman of the 32-billion-dollar conglomerate. The first thing they had in common was that Antonius ran that corporation where Mir once cleaned bathrooms. He went up to him, introduced himself, “Hi Joe! I am Mir Mohammad Ali Khan, founder and Chairman of KMS Investment Bank and my first job in America was washing bathrooms at one of your restaurants.” Joe burst out laughing and all top notch people – Bill Gates, Warren Buffet, and Peter Lynch – could not believe what the young man was saying. Joe took him aside and said, “Tell me honestly what did you like about cleaning bathrooms.” “Ammonia,” replied Mir. “Why?” Mir said, “I hated my job and it hurt my ego. I hated it so much that I cried throughout the first week and every time somebody saw me crying, I would tell them that it was because of ammonia. Ammonia helped me shelter my ego.” Later Antonius joined the Board of Mir’s bank for NO COMPENSATION and also brought 6 top people from Forbes, Yoblon, Mario, Andretti, and others. In the first meeting of the Board Antonius said, “I joined this board because if this immigrant kid can come from a family background that he has, compromise with his ego, wash bathrooms and smile and tell us in a corporate meeting of leaders that he is proud of it, then it means that he will go far in life. At 29 he owns a bank, imagine what he will do at 49.

Lucid Motors was started under the name Atieva (which stood for “advanced technologies in electric vehicle applications” and was pronounced “ah-tee-va”) in Mountain View in 2008 (or December 31, 2007, to be precise) by Bernard Tse, who was a vice president at Tesla before it launched the Roadster. Hong Kong–born Tse had studied engineering at the University of Illinois, where he met his wife, Grace. In the early 1980s, the couple had started a computer manufacturing company called Wyse, which at its peak in the early 1990s registered sales of more than $480 million a year. Tse joined Tesla’s board of directors in 2003 at the request of his close friend Martin Eberhard, the company’s original CEO, who sought Tse’s expertise in engineering, manufacturing, and supply chain. Tse would eventually step off the board to lead a division called the Tesla Energy Group. The group planned to make electric power trains for other manufacturers, who needed them for their electric car programs. Tse, who didn’t respond to my requests to be interviewed, left Tesla around the time of Eberhard’s departure and decided to start Atieva, his own electric car company. Atieva’s plan was to start by focusing on the power train, with the aim of eventually producing a car. The company pitched itself to investors as a power train supplier and won deals to power some city buses in China, through which it could further develop and improve its technology. Within a few years, the company had raised about $40 million, much of it from the Silicon Valley–based venture capital firm Venrock, and employed thirty people, mostly power train engineers, in the United States, as well as the same number of factory workers in Asia. By 2014, it was ready to start work on a sedan, which it planned to sell in the United States and China. That year, it raised about $200 million from Chinese investors, according to sources close to the company.

Hamilton wanted his central bank to be profitable enough to attract private investors while serving the public interest. He knew the composition of its board would be an inflammatory issue. Directors would consist of a “small and select class of men.” To prevent an abuse of trust, Hamilton suggested mandatory rotation. “The necessary secrecy” of directors’ transactions will give “unlimited scope to imagination to infer that something is or may be wrong. And this inevitable mystery is a solid reason for inserting in the constitution of a Bank the necessity of a change of men.”17 But who would direct this mysterious bastion of money? Its ten million dollars in capital would be several times larger than the combined capital of all existing banks, eclipsing anything ever seen in America. Hamilton, wanting the bank to remain predominantly in private hands, advanced a theory that became a truism of central banking—that monetary policy was so liable to abuse that it needed some insulation from interfering politicians: “To attach full confidence to an institution of this nature, it appears to be an essential ingredient in its structure that it shall be under a private not a public direction, under the guidance of individual interest, not of public policy.”18

Lynum had plenty of information to share. The FBI's files on Mario Savio, the brilliant philosophy student who was the spokesman for the Free Speech Movement, were especially detailed. Savio had a debilitating stutter when speaking to people in small groups, but when standing before a crowd and condemning his administration's latest injustice he spoke with divine fire. His words had inspired students to stage what was the largest campus protest in American history. Newspapers and magazines depicted him as the archetypal "angry young man," and it was true that he embodied a student movement fueled by anger at injustice, impatience for change, and a burning desire for personal freedom. Hoover ordered his agents to gather intelligence they could use to ruin his reputation or otherwise "neutralize" him, impatiently ordering them to expedite their efforts. Hoover's agents had also compiled a bulging dossier on the man Savio saw as his enemy: Clark Kerr. As campus dissent mounted, Hoover came to blame the university president more than anyone else for not putting an end to it. Kerr had led UC to new academic heights, and he had played a key role in establishing the system that guaranteed all Californians access to higher education, a model adopted nationally and internationally. But in Hoover's eyes, Kerr confused academic freedom with academic license, coddled Communist faculty members, and failed to crack down on "young punks" like Savio. Hoover directed his agents to undermine the esteemed educator in myriad ways. He wanted Kerr removed from his post as university president. As he bluntly put it in a memo to his top aides, Kerr was "no good." Reagan listened intently to Lynum's presentation, but he wanted more--much more. He asked for additional information on Kerr, for reports on liberal members of the Board of Regents who might oppose his policies, and for intelligence reports about any upcoming student protests. Just the week before, he had proposed charging tuition for the first time in the university's history, setting off a new wave of protests up and down the state. He told Lynum he feared subversives and liberals would attempt to misrepresent his efforts to establish fiscal responsibility, and that he hoped the FBI would share information about any upcoming demonstrations against him, whether on campus or at his press conferences. It was Reagan's fear, according to Lynum's subsequent report, "that some of his press conferences could be stacked with 'left wingers' who might make an attempt to embarrass him and the state government." Lynum said he understood his concerns, but following Hoover's instructions he made no promises. Then he and Harter wished the ailing governor a speedy recovery, departed the mansion, slipped into their dark four-door Ford, and drove back to the San Francisco field office, where Lynum sent an urgent report to the director. The bedside meeting was extraordinary, but so was the relationship between Reagan and Hoover. It had begun decades earlier, when the actor became an informer in the FBI's investigation of Hollywood Communists. When Reagan was elected president of the Screen Actors Guild, he secretly continued to help the FBI purge fellow actors from the union's rolls. Reagan's informing proved helpful to the House Un-American Activities Committee as well, since the bureau covertly passed along information that could help HUAC hold the hearings that wracked Hollywood and led to the blacklisting and ruin of many people in the film industry. Reagan took great satisfaction from his work with the FBI, which gave him a sense of security and mission during a period when his marriage to Jane Wyman was failing, his acting career faltering, and his faith in the Democratic Party of his father crumbling. In the following years, Reagan and FBI officials courted each other through a series of confidential contacts. (7-8)

In the wake of the Cognitive Revolution, gossip helped Homo sapiens to form larger and more stable bands. But even gossip has its limits. Sociological research has shown that the maximum ‘natural’ size of a group bonded by gossip is about 150 individuals. Most people can neither intimately know, nor gossip effectively about, more than 150 human beings. Even today, a critical threshold in human organisations falls somewhere around this magic number. Below this threshold, communities, businesses, social networks and military units can maintain themselves based mainly on intimate acquaintance and rumour-mongering. There is no need for formal ranks, titles and law books to keep order. 3A platoon of thirty soldiers or even a company of a hundred soldiers can function well on the basis of intimate relations, with a minimum of formal discipline. A well-respected sergeant can become ‘king of the company’ and exercise authority even over commissioned officers. A small family business can survive and flourish without a board of directors, a CEO or an accounting department. But once the threshold of 150 individuals is crossed, things can no longer work that way. You cannot run a division with thousands of soldiers the same way you run a platoon. Successful family businesses usually face a crisis when they grow larger and hire more personnel. If they cannot reinvent themselves, they go bust. How did Homo sapiens manage to cross this critical threshold, eventually founding cities comprising tens of thousands of inhabitants and empires ruling hundreds of millions? The secret was probably the appearance of fiction. Large numbers of strangers can cooperate successfully by believing in common myths. Any large-scale human cooperation – whether a modern state, a medieval church, an ancient city or an archaic tribe – is rooted in common myths that exist only in people’s collective imagination. Churches are rooted in common religious myths. Two Catholics who have never met can nevertheless go together on crusade or pool funds to build a hospital because they both believe that God was incarnated in human flesh and allowed Himself to be crucified to redeem our sins. States are rooted in common national myths. Two Serbs who have never met might risk their lives to save one another because both believe in the existence of the Serbian nation, the Serbian homeland and the Serbian flag. Judicial systems are rooted in common legal myths. Two lawyers who have never met can nevertheless combine efforts to defend a complete stranger because they both believe in the existence of laws, justice, human rights – and the money paid out in fees.

Coley and I had to separate to get around a girl who was mostly eclipsed by the size of the power she was carrying some sort of project about World War II—a picture of Hitler doing his mustachioed Sieg heil, a gaunt concentration camp victim, a couple of American soldiers smoking cigarettes and scowling at the camera, the captions beneath each photo in glitter-bubble letters. If this had been the movie version of my life, I knew, somebody who did teenage stuff well, some director, would have lingered on that poster and maybe even have swelled some poignant music, out is in slow motion as the hallway continued on at regular speed around us, backlit the three of us—Coley and the poster board chick and me—and in doing so tried to make some statement about teenage frivolity and prom season as it stacked up against something authentic and horrible like war. But if renting all those movies had taught me anything more than how to lose myself in them, it was that you only actually have perfectly profound little moments like that in real life if you recognize them yourself, do all the fancy shot work and editing in your head, usually in the very seconds that whatever is happening is happening. And even if you do manage to do so, just about never does anyone else you’re with at the time experience that exact same kind of moment, and it’s impossible to explain as it’s happening, and then the moment is over.

Peter Block is an author and consultant who writes about community development and civic engagement. He is a master at coming up with questions that lift you out of your ruts and invite fresh reevaluations. Here are some of his: “What is the no, or refusal, you keep postponing?…What have you said yes to that you no longer really believe in?…What forgiveness are you withholding?…How have you contributed to the problem you’re trying to solve?…What is the gift you currently hold in exile?” Mónica Guzmán, the journalist I quoted in the last chapter, asks people, “Why you?” Why was it you who started that business? Why was it you who felt a responsibility to run for the school board? A few years ago, I met some guys who run a program for gang members in Chicago. These young men have endured a lot of violence and trauma and are often triggered to overreact. One of the program directors’ common questions is “Why is that a problem for you?” In other words they are asking, “What event in your past produced that strong reaction just now?” We too often think that deep conversations have to be painful or vulnerable conversations. I try to compensate for that by asking questions about the positive sides of life: “Tell me about a time you adapted to change.” “What’s working really well in your life?” “What are you most self-confident about?” “Which of your five senses is strongest?” “Have you ever been solitary without feeling lonely?” or “What has become clearer to you as you have aged?

Treating Abuse Today 3(4) pp. 26-33 TAT: I see the agenda. But let's go back: one of the contentions the therapeutic community has about the Foundation's professed scientific credibility is your use of the term "syndrome." It seems to us that what's happening here is that based solely on anecdotal, unverified reports, the Foundation has started a public relations campaign rather than a bonafide research effort and simply announced to the world that an epidemic of this syndrome exists. The established scientific and clinical organizations are taking you on about this and it's that kind of thing that makes us feel like this effort is not really based on science. Do you have a response to that? Freyd: The response I would make regarding the name of the Foundation is that it will certainly be one of the issues brought up during our scientific meeting this weekend. But let me add that the term, "syndrome," in terms of it being a psychological syndrome, parallels, say, the rape trauma syndrome. Given that and the fact that there are seldom complaints over the use of the term "syndrome" for that, I think that it isn't "syndrome" that's bothering people as much as the term "false." TAT: No. Frankly it's not. It is the term "syndrome." The term false memory is almost 100 years old. It's nothing new, but false memory syndrome is newly coined. Here's our issue with your use of the word "syndrome." The rape trauma syndrome is a good example because it has a very well defined list of signs and symptoms. Having read your literature, we are still at a loss to know what the signs and symptoms of "false memory syndrome" are. Can you tell us succinctly? Freyd: The person with whom I would like to have you discuss that to quote is Dr. Paul McHugh on our advisory board, because he is a clinician. TAT: I would be happy to do that. But if I may, let me take you on a little bit further about this. Freyd: Sure, sure that's fair. TAT: You're the Executive Director of the False Memory Syndrome Foundation - a foundation that says it wants to disseminate scientific information to the community regarding this syndrome but you can't, or won't, give me its signs and symptoms. That is confusing to me. I don't understand why there isn't a list.

But there were problems. After the movie came out I couldn’t go to a tournament without being surrounded by fans asking for autographs. Instead of focusing on chess positions, I was pulled into the image of myself as a celebrity. Since childhood I had treasured the sublime study of chess, the swim through ever-deepening layers of complexity. I could spend hours at a chessboard and stand up from the experience on fire with insight about chess, basketball, the ocean, psychology, love, art. The game was exhilarating and also spiritually calming. It centered me. Chess was my friend. Then, suddenly, the game became alien and disquieting. I recall one tournament in Las Vegas: I was a young International Master in a field of a thousand competitors including twenty-six strong Grandmasters from around the world. As an up-and-coming player, I had huge respect for the great sages around me. I had studied their masterpieces for hundreds of hours and was awed by the artistry of these men. Before first-round play began I was seated at my board, deep in thought about my opening preparation, when the public address system announced that the subject of Searching for Bobby Fischer was at the event. A tournament director placed a poster of the movie next to my table, and immediately a sea of fans surged around the ropes separating the top boards from the audience. As the games progressed, when I rose to clear my mind young girls gave me their phone numbers and asked me to autograph their stomachs or legs. This might sound like a dream for a seventeen-year-old boy, and I won’t deny enjoying the attention, but professionally it was a nightmare. My game began to unravel. I caught myself thinking about how I looked thinking instead of losing myself in thought. The Grandmasters, my elders, were ignored and scowled at me. Some of them treated me like a pariah. I had won eight national championships and had more fans, public support and recognition than I could dream of, but none of this was helping my search for excellence, let alone for happiness. At a young age I came to know that there is something profoundly hollow about the nature of fame. I had spent my life devoted to artistic growth and was used to the sweaty-palmed sense of contentment one gets after many hours of intense reflection. This peaceful feeling had nothing to do with external adulation, and I yearned for a return to that innocent, fertile time. I missed just being a student of the game, but there was no escaping the spotlight. I found myself dreading chess, miserable before leaving for tournaments. I played without inspiration and was invited to appear on television shows. I smiled.

Andrew Mellon served as an officer or director for more than 160 corporations. In 1913, he and his brother established the Mellon Institute of Industrial Research, which later merged with the Carnegie Institute of Technology to become Carnegie Mellon University. During the First World War, he served on the board of the American Red Cross and other organizations supporting America’s wartime efforts. In 1921, President Warren G. Harding appointed Andrew Mellon to secretary of the treasury, and he continued as such under both Calvin Coolidge and Herbert Hoover. As secretary, Mellon was a pioneer of supply-side economics, cutting tax rates in order to spur investment and

The Alexandria Bourse (the fourth largest worldwide) and the Cairo stock exchange were sizable, international markets. In fact, the story of the Alexandria Bourse – or the Alexandria Futures Exchange – is an interesting representation of Egyptian society's capitalism – and cosmopolitanism – in the first half of the twentieth century; the Bourse's board of directors included Muslim, Christian and Jewish Egyptians in addition to Egyptianized foreigners who had settled in the country.

In 1984 Bill Nierenberg retired as director of the Scripps Institution of Oceanography, and joined the Board of Directors of the George C. Marshall Institute. As we saw earlier, Robert Jastrow had established the Institute to defend President Reagan’s Strategic Defense Initiative against attack by other scientists. But by 1989, the enemy that justified SDI was rapidly disappearing. The Warsaw Pact had fallen apart, the Soviet Union itself was disintegrating, and the end of the Cold War was in sight. The Institute might have disbanded—its raison d’être disappeared—but instead, the old Cold Warriors decided to fight on. The new enemy? Environmental “alarmists.” In 1989—the very year the Berlin Wall fell—the Marshall Institute issued its first report attacking climate science. Within a few years, they would be attacking climate scientists as well.

Governance as strategy . For some researchers, the central purpose of governance is strategic. It is a mechanism for ensuring that the goals and objectives of the board of directors are implemented.

Unlike John Lasseter’s bosses at Disney, Bezos was open to the entrepreneurial contributions of Amazon’s individual employees—even when those ideas were outside what Wall Street (and even his own board of directors) considered the company’s core business. AWS represents precisely the kind of value creation any CEO or shareholder would want from their employees. Want your employees to come up with multibillion-dollar ideas while on the job? You have to attract professionals with the founder mind-set and then harness their entrepreneurial impulses for your company. As Intuit CEO Brad Smith told us, “A leader’s job is not to put greatness into people, but rather to recognize that it already exists, and to create the environment where that greatness can emerge and grow.

turn over the reins to the board of directors.

Lois Lerner and the tea social gathering scandal In September 2013, following 4 months of public scrutiny, Lois Lerner resigned from her place within the IRS. Lerner had been placed on paid depart in Could the identical 12 months and was subject to a review board which seemed set to fireside her, the choice to resign was successfully forced upon her. While in the Internal Income Service, Lerner had been head of the exempt organizations division, which processed claims from groups making use Billie Lerner New York of for exemption from paying tax. This put her in command of over 900 IRS workers with a budget of practically $100 million. No matter happened to the times the place public officers had been on the level of wetting their pants after they had been caught even stepping on fly. Accountability has been thrown out of the window and this may be evidenced by the truth that in the last few years, not accountability review committee has really held anyone accountable for any improper doing and all they do is find scapegoats. As many would ask how much longer this might go on, Ms. Lerner may as nicely be given a star for her impeccable service to her nation. It is simply a looking out for our personal scenario. As anticipated, this has precipitated outrage among the lots. Before her retirement, Ms. Lerner was on a paid go away as investigations had been on going. After completion of investigations by the committee that was tasked with the responsibility it was really useful that Ms. Lerner be ousted for her participation within the scandal however within the common government model of irony, Ms. Lerner can be allowed to retire with full benefits. Investigations began quickly after and in 2013 the Treasury Inspector General for Tax Administration J. Russell George revealed that certainly the IRS personnel had used inappropriate standards for subjecting organizations to further scrutiny when making use of for tax exempt standing, particularly organizations using the word “Tea Get together.” The admission prompted an uproar of speculation and anger by Republicans, and shortly sufficient Director of the IRS Exempt Organizations division Lois Lerner was targeted as accountable for the scandal. Investigations and hearings followed cumulating in Lerner’s retirement in September 23, 2013.

As NBC pages seat us cattle, members of the Tonight Show band trickle from the wings. Gray of hair and ashen of skin, the band members look like the board of directors of an insolvent bank.

you know you’re important when an entire board of directors gives you the boot.

Experimentation also proved serendipitous for Greg Koch and Steve Wagner, when they were putting together the Stone Brewing Co. in Escondido, California, north of San Diego. It was destined to become one of the most successful brewing startups of the 1990s. In The Craft of Stone Brewing Co. Koch and Wagner confess that the home-brewed ale that became Arrogant Bastard Ale and propelled Stone to fame in the craft brewing world, started with a mistake. Greg Koch recalls that Wagner exclaimed “Aw, hell!” as he brewed an ale on his brand spanking new home-brewing system. “I miscalculated and added the ingredients in the wrong percentages,” he told Koch. “And not just a little. There’s a lot of extra malt and hops in there.” Koch recalls suggesting they dump it, but Wagner decided to let it ferment and see what it tasted like. Greg Koch and Steve Wagner, founders of Stone Brewery. Photograph © Stone Brewing Co. They both loved the resulting hops bomb, but they didn’t know what to do with it. Koch was sure that nobody was “going to be able to handle it. I mean, we both loved it, but it was unlike anything else that was out there. We weren’t sure what we were going to do with it, but we knew we had to do something with it somewhere down the road.”20 Koch said the beer literally introduced itself as Arrogant Bastard Ale. It seemed ironic to me that a beer from southern California, the world of laid back surfers, should produce an ale with a name that many would identify with New York City. But such are the ironies of the craft brewing revolution. Arrogant Bastard was relegated to the closet for the first year of Stone Brewing Co.’s existence. The founders figured their more commercial brew would be Stone Pale Ale, but its first-year sales figures were not strong, and the company’s board of directors decided to release Arrogant Bastard. “They thought it would help us have more of a billboard effect; with more Stone bottles next to each other on a retail shelf, they become that much more visible, and it sends a message that we’re a respected, established brewery with a diverse range of beers,” Wagner writes. Once they decided to release the Arrogant Bastard, they decided to go all out. The copy on the back label of Arrogant Bastard has become famous in the beer world: Arrogant Bastard Ale Ar-ro-gance (ar’ogans) n. The act or quality of being arrogant; haughty; Undue assumption; overbearing conceit. This is an aggressive ale. You probably won’t like it. It is quite doubtful that you have the taste or sophistication to be able to appreciate an ale of this quality and depth. We would suggest that you stick to safer and more familiar territory—maybe something with a multi-million dollar ad campaign aimed at convincing you it’s made in a little brewery, or one that implies that their tasteless fizzy yellow beverage will give you more sex appeal. The label continues along these lines for a couple of hundred words. Some call it a brilliant piece of reverse psychology. But Koch insists he was just listening to the beer that had emerged from a mistake in Wagner’s kitchen. In addition to innovative beers and marketing, Koch and Wagner have also made their San Diego brewery a tourist destination, with the Stone Brewing Bistro & Gardens, with plans to add a hotel to the Stone empire.

A 50-deck PowerPoint presentation of the strategy may impress the board of directors, but it won’t impress the competition or angry customers. Execution is the only competitive advantage. Strategy can only be realized through execution.

Below are just a few of the infinite questions that, if asked with high emotion and a deep desire to seek out constructive answers, will stimulate new thoughts to resolve your job and career challenges. By asking courageous questions, your brain will come up with seemingly miraculous answers so that you’ll better manage negativity and fear. And when you better manage negativity and fear, you’ll be in a much better state of mind to pursue and land your next job. How have others effectively dealt with this problem in the past? How do I turn this problem into an adventure and meet this challenge with a positive outlook? What can I learn from this, and how can I enjoy the process? What resources are available to me in the community that will assist me in getting a new job? What do I need to research to gain better control of my future? Whom can I recruit for my job transition campaign “board of directors” that will advise me and support my efforts in a positive way? How can I be a hero to myself and others by meeting this challenge head-on with confidence and self-respect? Am I spending more time on the solution than on the problem? Am I displaying leadership qualities to the members of my family so they can be proud of me? What do I have to read to make myself a more educated job campaigner? How can I make those I love more comfortable and at ease with my situation? Whom do I have to meet so I can achieve my goals quickly?

As Marc Andreessen—the entrepreneur behind Netscape, Opsware, and Ning who, in addition to running a major venture capital fund, happens to be on the board of directors for Facebook, eBay, and HP—explains it, companies need to “do whatever is required to get to product/market fit. Including changing out people, rewriting your product, moving into a different market, telling customers no when you don’t want to, telling customers yes when you don’t want to, raising that fourth round of highly dilutive venture capital—whatever is required.”10 In other words: everything is now on the table.

ahead of ICAO audit By Tarun Shukla | 527 words New Delhi: India's civil aviation regulator has decided to restructure its safety board and hire airline safety professionals ahead of an audit by the UN's aviation watchdog ICAO (International Civil Aviation Organization). The Directorate General of Civil Aviation (DGCA) announced its intent, and advertised the positions on its website. ICAO told the Indian regulator recently that it would come down to India to conduct an audit, its third in just over a decade, Mint reported on 12 February. Previous ICAO audits had highlighted the paucity of safety inspectors in DGCA. After its 2006 and 2012 audits, ICAO had placed the country in its list of 13 worst-performing nations. US regulator Federal Aviation Authority followed ICAO's 2012 audit with its own and downgraded India, effectively barring new flights to the US by Indian airlines. FAA is expected to visit India in the summer to review its downgrade. The result of the ICAO and FAA audits will have a bearing on the ability of existing Indian airlines to operate more flights to the US and some international destinations and on new airlines' ability to start flights to these destinations. The regulator plans to hire three directors of safety on short-term contracts to be part of the accident investigation board, according to the information on DGCA's website. This is first time the DGCA is hiring external staff for this board, which is critical to ascertain the reasoning for any crashes, misses or other safety related events in the country. These officers, the DGCA said on its website, must have at least 12 years of experience in aviation, specifically on the technical aspects, and have a degree in aeronautical engineering. DGCA has been asked by international regulators to hire at least 75 flight inspectors. It has only 51. India's private airlines offer better pay and perks to inspectors compared with DGCA. The aviation ministry told DGCA in January to speed up the recruitment and do whatever was necessary to get more inspectors on board, a government official said, speaking on condition of anonymity. DGCA has also announced it will hire flight operations inspectors as consultants on a short-term basis for a period of one year with a fixed remuneration of `1.25 lakh per month. "There will be a review after six months and subsequent continuation will be decided on the basis of outcome of the review," DGCA said in its advertisement. The remuneration of `1.25 lakh is higher than the salary of many existing DGCA officers. In its 2006 audit, ICAO said it found that "a number of final reports of accident and serious incident investigations carried out by the DGCA were not sent to the (member) states concerned or to ICAO when it was applicable". DGCA had also "not established a voluntary incident reporting system to facilitate the collection of safety information that may not otherwise be captured by the state's mandatory incident reporting system". In response, DGCA "submitted a corrective action plan which was never implemented", said Mohan Ranganthan, an aviation safety analyst and former member of government appointed safety council, said of DGCA. He added that the regulator will be caught out this time. Restructuring DGCA is the key to better air safety, said former director general of civil aviation M.R. Sivaraman. Hotel industry growth is expected to strengthen to 9-11% in 2015-16: Icra By P.R. Sanjai | 304 words Mumbai: Rating agency Icra Ltd on Monday said Indian hotel industry revenue growth is expected to strengthen to 9-11% in 2015-16, driven by a modest increase in occupancy and small increase in rates. "Industry wide revenues are expected to grow by 5-8% in 2014-15. Over the next 12 months, Icra expects RevPAR (revenue per available room) to improve by 7-8% driven by up to 5% pickup in occupancies and 2-3% growth in average room rates (ARR)," Icra said. Further, margins are expected to remain largely flat for 2014-15 while

When an organization starts hemorrhaging talent, CEOs and boards of directors want to know why. If the boss gets blamed for the brain drain and is ultimately removed, it means relief for the employees still there and ex post facto vengeance for the former ones.

This was Chase’s second sweetheart deal in less than a year. Six months before, in March 2008, Chase had “rescued” the imploding investment banking giant Bear Stearns, buying the venerable firm with the aid of $29 billion in guarantees extended by the New York branch of the Federal Reserve—whose chairman of the board of directors at the time was, get this, JPMorgan Chase CEO Jamie Dimon.

For most of the twentieth century, directors were paid largely in cash. Now, so that their interests will be aligned with those of shareholders, much of their pay is in stock. Boards of directors were once populated by corporate insiders, family members, and cronies of the C.E.O. Today, boards have many more independent directors, and C.E.O.s typically have less influence over how boards run. And S.E.C. reforms since the early nineteen-nineties have forced companies to be transparent about executive compensation.

The traditional joke stereotype of the board is ‘the unworthy appointed by the unwilling for the unnecessary’.

Elly Kleinman Siyum Hashas Elly Kleinman (born 1952) is an American business executive and philanthropist best known as the founder and CEO of The Americare Companies.[1] He is the Co-Chairman of OHEL Board of Directors, Chairman of Camp Kylie Board of Trustees and Former Trustee of the Maimonides Medical Center. In 2012 he was the Chairman of 12th Elly Kleinman Siyum HaShas

The marketing priorities of a large company looks something like this: Pleasing The Board Of Directors Appeasing Shareholders Satisfying Superiors’ Biases Satisfying Existing Clients’ Preconceptions Winning Advertising And Creative Awards Getting “Buy In” From Various Committees And Stakeholders Making A Profit The marketing priorities of a small business owner look something like this: Making A Profit

footballers who come from a poor family, play good football, get rich and go off the rails. Put yourself in their position. Just try to digest it. In fact, hardly any European clubs even look at that kind of issue. Because the worlds are too far apart. The board, the directors and the managers who should be keeping an eye on things like that don’t understand the culture of players from that sort of background. They just don’t have the life experience to be able to imagine themselves in that situation.

Musk took to the Mars Society right away and joined its board of directors. He donated another $100,000 to fund a research station in the desert as well. Musk’s

Ishaat Hussain, a director on the board of Tata Capital Ltd, said that big industrial houses like the Tatas and the Birlas do not face any difficulty in accessing bank finance, but their customers and suppliers find it difficult. HDFC Bank grabbed that important niche. It became a pioneer in vendor and dealer financing.