Exceptional Employee Quotes

I will love you as a thief loves a gallery and as a crow loves a murder, as a cloud loves bats and as a range loves braes. I will love you as misfortune loves orphans, as fire loves innocence and as justice loves to sit and watch while everything goes wrong. I will love you as a battlefield loves young men and as peppermints love your allergies, and I will love you as the banana peel loves the shoe of a man who was just struck by a shingle falling off a house. I will love you as a volunteer fire department loves rushing into burning buildings and as burning buildings love to chase them back out, and as a parachute loves to leave a blimp and as a blimp operator loves to chase after it. I will love you as a dagger loves a certain person’s back, and as a certain person loves to wear dagger proof tunics, and as a dagger proof tunic loves to go to a certain dry cleaning facility, and how a certain employee of a dry cleaning facility loves to stay up late with a pair of binoculars, watching a dagger factory for hours in the hopes of catching a burglar, and as a burglar loves sneaking up behind people with binoculars, suddenly realizing that she has left her dagger at home. I will love you as a drawer loves a secret compartment, and as a secret compartment loves a secret, and as a secret loves to make a person gasp, and as a gasping person loves a glass of brandy to calm their nerves, and as a glass of brandy loves to shatter on the floor, and as the noise of glass shattering loves to make someone else gasp, and as someone else gasping loves a nearby desk to lean against, even if leaning against it presses a lever that loves to open a drawer and reveal a secret compartment. I will love you until all such compartments are discovered and opened, and until all the secrets have gone gasping into the world. I will love you until all the codes and hearts have been broken and until every anagram and egg has been unscrambled. I will love you until every fire is extinguised and until every home is rebuilt from the handsomest and most susceptible of woods, and until every criminal is handcuffed by the laziest of policemen. I will love until M. hates snakes and J. hates grammar, and I will love you until C. realizes S. is not worthy of his love and N. realizes he is not worthy of the V. I will love you until the bird hates a nest and the worm hates an apple, and until the apple hates a tree and the tree hates a nest, and until a bird hates a tree and an apple hates a nest, although honestly I cannot imagine that last occurrence no matter how hard I try. I will love you as we grow older, which has just happened, and has happened again, and happened several days ago, continuously, and then several years before that, and will continue to happen as the spinning hands of every clock and the flipping pages of every calendar mark the passage of time, except for the clocks that people have forgotten to wind and the calendars that people have forgotten to place in a highly visible area. I will love you as we find ourselves farther and farther from one another, where we once we were so close that we could slip the curved straw, and the long, slender spoon, between our lips and fingers respectively. I will love you until the chances of us running into one another slip from slim to zero, and until your face is fogged by distant memory, and your memory faced by distant fog, and your fog memorized by a distant face, and your distance distanced by the memorized memory of a foggy fog. I will love you no matter where you go and who you see, no matter where you avoid and who you don’t see, and no matter who sees you avoiding where you go. I will love you no matter what happens to you, and no matter how I discover what happens to you, and no matter what happens to me as I discover this, and now matter how I am discovered after what happens to me as I am discovering this.

But you don’t get social with your employees,” I remind him quietly. “I’d made an exception for you.” His face is getting close and closer. Slowly. A centimetre at a time. “But it’s your rule.” “I’ll break it for you,” he whispers. “No, don’t do that,” I say breathlessly. “Fine, then you’re fired,” he says just as his lips meet mine.

The interesting thing about the New Albion was that it was so completely modern in spirit. There was hardly a soul in the firm who was not perfectly well aware that publicity - advertising - is the dirtiest ramp that capitalism has yet produced. In the red lead firm there had still lingered certain notions of commercial honour and usefulness. But such things would have been laughed at in the New Albion. Most of the employees were the hard-boiled, Americanized, go-getting type to whom nothing in the world is sacred, except money. They had their cynical code worked out. The public are swine; advertising is the rattling of a stick inside a swill-bucket. And yet beneath their cynicism there was the final naivete, the blind worship of the money-god.

If the people aren’t looking out for the community, then the benefits of a community erode. Many companies have star employees and star salesmen and so on, but few have a culture that produces great people as a rule and not an exception.

I’m confident with the possible exception of Texas, it’s illegal to use your employees for target practice.

What’s hard is designing a service model that allows average employees—not just the exceptional ones—to produce service excellence as an everyday routine.

Over Christmas break, I took on additional hours and was working late one Saturday night when Wild Bill came sauntering into my department tipsy to pick me up so I wouldn’t have to hitchhike home. I had scarcely seen him since he enrolled me in school, except slumped over the bar at Dave’s or when he would occasionally drop by the Tampico unannounced on the way home to his new family. He’d beach himself on the sofa while I did my homework, and when he sobered up enough to drive home, he would down a can of beer before saying goodbye. To say it made me happy to see him, drunk and all, is an understatement. Seeing my father anywhere besides Dave’s Tavern was akin to spotting a unicorn in the wild. I asked him to meet me out in front of the store, but he insisted on following me through the employees’ exit. On the way out, he stole two poinsettias. He thought it was hilarious to be running out of the JCPenney’s with a poinsettia in each hand.

That was the only tragic thing about books: they changed people. All except the truly evil, who did not become better fathers, nicer husbands more loving friends. They remained tyrants, continued to torment their employees, children and dogs, were spiteful in petty matters and cowardly in important ones, and rejoiced in their victims' shame.

Let us consider the power of FAITH, as it is now being demonstrated, by a man who is well known to all of civilization, Mahatma Gandhi, of India. In this man the world has one of the most astounding examples known to civilization, of the possibilities of FAITH. Gandhi wields more potential power than any man living at this time, and this, despite the fact that he has none of the orthodox tools of power, such as money, battle ships, soldiers, and materials of warfare. Gandhi has no money, he has no home, he does not own a suit of clothes, but HE DOES HAVE POWER. How does he come by that power? HE CREATED IT OUT OF HIS UNDERSTANDING OF THE PRINCIPLE OF FAITH, AND THROUGH HIS ABILITY TO TRANSPLANT THAT FAITH INTO THE MINDS OF TWO HUNDRED MILLION PEOPLE. Gandhi has accomplished, through the influence of FAITH, that which the strongest military power on earth could not, and never will accomplish through soldiers and military equipment. He has accomplished the astounding feat of INFLUENCING two hundred million minds to COALESCE AND MOVE IN UNISON, AS A SINGLE MIND. What other force on earth, except FAITH could do as much? There will come a day when employees as well as employers will discover the possibilities of FAITH. That day is dawning. The whole world has had ample opportunity, during the recent business depression, to witness what the LACK OF FAITH will do to business.

scientific knowledge, though difficult, is not mysterious, but open to all who care to take the necessary trouble. The modern intellectual, therefore, inspires no awe, but remains a mere employee; except in a few cases, such as the Archbishop of Canterbury, he has failed to inherit the glamour which gave power to his predecessors.

I want to delete everything from someone's computer except a giant Microsoft paint picture of a dick that takes forever to load

Many companies have star employees and star salesmen and so on, but few have a culture that produces great people as a rule and not an exception.

It’s not sufficient to know that something is wrong. You also have to appreciate why it is wrong, how things might be changed, and then persuade others of the new possibilities.

When we regret our own decisions—and do nothing about it—we are no better than a whining employee complaining about his superiors. We are yelling at an empty boat, except it’s our boat.

This means that happy, inspired and fulfilled employees are the exception rather than the rule. According to the Deloitte Shift Index, 80 percent of people are dissatisfied with their jobs.

What Greenspan was saying, in other words, was that there was absolutely nothing wrong with bidding up to $100 million in share value some hot-air Internet stock, because the lack of that company’s “physical value” (i.e., the actual money those three employees weren’t earning) could be overcome by the inherent value of their “ideas.” To say that this was a radical reinterpretation of the entire science of economics is an understatement—economists had never dared measure “value” except in terms of actual concrete production. It was equivalent to a chemist saying that concrete becomes gold when you paint it yellow. It was lunacy.

Human resources is the place where people come to complain and/or shoot people when they just can’t take it anymore. Choosing to work in HR is like choosing to work in the complaint department of hell, except way more frustrating, because at least in hell you’d be able to agree that that Satan is a real dick-wagon without having to toe the company line. The HR department is the place where people stop by to say, “THIS IS TOTALLY FUCKED UP,” and the HR employees will nod thoughtfully and professionally as they think to themselves, “Wow. That is totally fucked up. I wish that this person would leave so I could tell everyone else in the office about it.

Employees respect a boss who knows the difference between the mundane and the exceptional. Remember that not all employees respond well to incentive bonuses or a dangled carrot of any kind. They seek recognition, not bribery. 7.

Everything, my good friend, is relative, from the king who stands in the way of his designated successor to the employee who impedes the supernumerary: if the king dies, the successor inherits a crown; if the employee dies, the supernumerary inherits a salary of twelve hundred livres. These twelve hundred livres are his civil list: they are as necessary to his survival as the king’s twelve million. Every individual, from the lowest to the highest on the social scale, is at the centre of a little network of interests, with its storms and its hooked atoms, like the worlds of Descartes;2 except that these worlds get larger as one goes up: it is a reverse spiral balanced on a single point.

He was regarded merely as an eccentric employee of indifferent merit, and his post of deputy chief clerk was the highest he would ever reach. Well aware of this, he made it a rule never to show any zeal, except in special circumstances. It is true that in these cases his zeal was clothed with a spirit of vengeance directed against the whole human race—this being his second favourite occupation. Petitbidois would have liked to hold the reins of power. This being beyond his sphere, he utilized the small driblets of authority which came his way for the purpose of casting ridicule upon established law and order, by making it act as a sort of unintelligent and, if possible, malicious Providence. 'The world is an idiot place anyway,' he would say, 'so why worry? Life is just a lottery. Let us leave the decision to chance.

Building an exceptional team or institution starts with a founder. But being a founder doesn’t mean starting a new company. It is within anyone’s grasp to be the founder and culture-creator of their own team, whether you are the first employee or joining a company that has existed for decades.

That was the only tragic thing about books: they changed people. All except the truly evil, who did not become better fathers, nicer husbands, more loving friends. They remained tyrants, continued to torment their employees, children and dogs, were spiteful in petty matters and cowardly in important ones, and rejoiced in their victims’ shame.

I lowered my voice to a whisper as I asked, “If I’d said no to marrying you, what would you have done? Asked one of your other employees?” “No. I’d have hounded you until you said yes.” I blinked. “You’re not serious.” “When do I ever joke?” “Never, but—” “Vienna, I’m a man who gets what he wants. Always. No exceptions. I never stop or back down until I have it.

Now, everybody is searching for managers with a little dose of leadership (not too much but it should be clearly there). Some “bosses” say that their employees either have leadership skills or they don’t, that this is an innate ability. Others think leadership can be learned and they train their employees through various courses on this topic. The main aspect to observe here is that the majority of employers do not train or want their employees to become “distinct” leaders and follow their path in the world. They want and train them to stay in their company and successfully deliver more to the company. Of course, the rule is validated by exceptions, so there are companies that give birth, from their environment and trainings, to great and very influential leaders.

Design for 80 percent and build separate paths for exceptions. Eliminate or reduce the impact of low-value steps. Simplify complex steps. Combine simple steps. Work to design quality into the work, rather than inspect step outputs after the fact. Use parallel paths wherever possible. Broaden job content and empower employees. Don’t design things to the task level unless the risk of variation is unacceptable and you’re willing to invest in testing prior to implementation.

the world hate you? Most of them you will never even meet, and yet they really don’t like you at all. All the people who write software at Microsoft hate you, and so do most of the people who answer phones at Expedia. The people at TripAdvisor would hate you, too, if they weren’t so fucking stupid. Almost all frontline hotel employees detest you, as do airline employees without exception. All the people who have ever worked for British Telecom, including some who died before you were born, hate you; BT employs

Today in the US, we're sending our daughters into a workplace that was designed for our dads, set up on the assumption that employees had partners who would stay home to do the unpaid work of caring for family and tending to the house. Even back then, it wasn't true for everyone. Today, it is true for almost no one, except for one significant group: the most powerful positions in society are often occupied by men who do wives who do not work outside the home, and those men may not fully understand the lives of the people who work for them.

MR. COMMISSIONER BOOTHROYD was a Humanity Party appointee, of course, as were all of his staff except for civil service technical employees. But Dak had told me that it was at least sixty-forty that Boothroyd had not had a finger in the plot; Dak considered him honest but stupid. For that matter, neither Dak nor Rog Clifton believed that Supreme Minister Quiroga was in it; they attributed the thing to the clandestine terrorist group inside the Humanity Party who called themselves the “Actionists”—and they attributed them to some highly respectable big-money boys who stood to profit heavily.

Sheepwalking I define “sheepwalking” as the outcome of hiring people who have been raised to be obedient and giving them a brain-dead job and enough fear to keep them in line. You’ve probably encountered someone who is sheepwalking. The TSA “screener” who forces a mom to drink from a bottle of breast milk because any other action is not in the manual. A “customer service” rep who will happily reread a company policy six or seven times but never stop to actually consider what the policy means. A marketing executive who buys millions of dollars’ worth of TV time even though she knows it’s not working—she does it because her boss told her to. It’s ironic but not surprising that in our age of increased reliance on new ideas, rapid change, and innovation, sheepwalking is actually on the rise. That’s because we can no longer rely on machines to do the brain-dead stuff. We’ve mechanized what we could mechanize. What’s left is to cost-reduce the manual labor that must be done by a human. So we write manuals and race to the bottom in our search for the cheapest possible labor. And it’s not surprising that when we go to hire that labor, we search for people who have already been trained to be sheepish. Training a student to be sheepish is a lot easier than the alternative. Teaching to the test, ensuring compliant behavior, and using fear as a motivator are the easiest and fastest ways to get a kid through school. So why does it surprise us that we graduate so many sheep? And graduate school? Since the stakes are higher (opportunity cost, tuition, and the job market), students fall back on what they’ve been taught. To be sheep. Well-educated, of course, but compliant nonetheless. And many organizations go out of their way to hire people that color inside the lines, that demonstrate consistency and compliance. And then they give these people jobs where they are managed via fear. Which leads to sheepwalking. (“I might get fired!”) The fault doesn’t lie with the employee, at least not at first. And of course, the pain is often shouldered by both the employee and the customer. Is it less efficient to pursue the alternative? What happens when you build an organization like W. L. Gore and Associates (makers of Gore-Tex) or the Acumen Fund? At first, it seems crazy. There’s too much overhead, there are too many cats to herd, there is too little predictability, and there is way too much noise. Then, over and over, we see something happen. When you hire amazing people and give them freedom, they do amazing stuff. And the sheepwalkers and their bosses just watch and shake their heads, certain that this is just an exception, and that it is way too risky for their industry or their customer base. I was at a Google conference last month, and I spent some time in a room filled with (pretty newly minted) Google sales reps. I talked to a few of them for a while about the state of the industry. And it broke my heart to discover that they were sheepwalking. Just like the receptionist at a company I visited a week later. She acknowledged that the front office is very slow, and that she just sits there, reading romance novels and waiting. And she’s been doing it for two years. Just like the MBA student I met yesterday who is taking a job at a major packaged-goods company…because they offered her a great salary and promised her a well-known brand. She’s going to stay “for just ten years, then have a baby and leave and start my own gig.…” She’ll get really good at running coupons in the Sunday paper, but not particularly good at solving new problems. What a waste. Step one is to give the problem a name. Done. Step two is for anyone who sees themselves in this mirror to realize that you can always stop. You can always claim the career you deserve merely by refusing to walk down the same path as everyone else just because everyone else is already doing it.

A 1997 study of the consumer product design firm IDEO found that most of the company’s biggest successes originated as “combinations of existing knowledge from disparate industries.” IDEO’s designers created a top-selling water bottle, for example, by mixing a standard water carafe with the leak-proof nozzle of a shampoo container. The power of combining old ideas in new ways also extends to finance, where the prices of stock derivatives are calculated by mixing formulas originally developed to describe the motion of dust particles with gambling techniques. Modern bike helmets exist because a designer wondered if he could take a boat’s hull, which can withstand nearly any collision, and design it in the shape of a hat. It even reaches to parenting, where one of the most popular baby books—Benjamin Spock’s The Common Sense Book of Baby and Child Care, first published in 1946—combined Freudian psychotherapy with traditional child-rearing techniques. “A lot of the people we think of as exceptionally creative are essentially intellectual middlemen,” said Uzzi. “They’ve learned how to transfer knowledge between different industries or groups. They’ve seen a lot of different people attack the same problems in different settings, and so they know which kinds of ideas are more likely to work.” Within sociology, these middlemen are often referred to as idea or innovation brokers. In one study published in 2004, a sociologist named Ronald Burt studied 673 managers at a large electronics company and found that ideas that were most consistently ranked as “creative” came from people who were particularly talented at taking concepts from one division of the company and explaining them to employees in other departments. “People connected across groups are more familiar with alternative ways of thinking and behaving,” Burt wrote. “The between-group brokers are more likely to express ideas, less likely to have ideas dismissed, and more likely to have ideas evaluated as valuable.” They were more credible when they made suggestions, Burt said, because they could say which ideas had already succeeded somewhere else.

After the 2013 revelations, the US government would try to disparage me by referring to me as “only a contractor” or “a former Dell employee,” with the implication that I didn’t enjoy the same kinds of clearance and access as a blue-badged agency staffer. Once that discrediting characterization was established, the government proceeded to accuse me of “job-hopping,” hinting that I was some sort of disgruntled worker who didn’t get along with superiors or an exceptionally ambitious employee dead-set on getting ahead at all costs. The truth is that these were both lies of convenience. The IC knows better than anyone that changing jobs is part of the career track of every contractor: it’s a mobility situation that the agencies themselves created, and profit from.

Where the hell were the sales ladies? The ones every store had to help relieve customers of guys with panic stricken eyes and the sudden need to drink away the pain of the credit card swipe. Ah! Nice. A female employee turned towards us and started walking. Thank god someone finally recognized the look of horror. She paused in front of us. "Do you need help?" "Yes!" I damn near shouted in the poor thing's face. She was only around five foot and that was with the tallest red heels I'd ever seen. Her face was clean of makeup except for bright red lipstick. She looked like she knew what she was doing. So I did what any sane man would do. I pushed Amy towards her and said, "Can you dress her?" The ladies eyes narrowed. "That came out wrong." I grumbled. "Can you help her find some clothes? She needs a whole new wardrobe. Shoes, under things." I coughed into my hand and looked away. Bar. Bar. Where was a freaking bar?

chewing gum, particularly peppermint chewing gum, which they were allergic to, but they ran to the pots. Violet picked one up and Sunny picked up the other, while Klaus hurriedly made the beds. “Give them to me,” Foreman Flacutono snapped, and grabbed the pots out of the girls’ hands. “Now, workers, we’ve wasted enough time already. To the mills! Logs are waiting for us!” “I hate log days,” one of the employees grumbled, but everyone followed Foreman Flacutono out of the dormitory and across the dirt-floored courtyard to the lumbermill, which was a dull gray building with many smokestacks sticking out of the top like a porcupine’s quills. The three children looked at one another worriedly. Except for one summer day, back when their parents were still alive, when the Baudelaires had opened a lemonade stand in front of their house, the orphans had never had jobs, and they were nervous. The Baudelaires followed Foreman Flacutono into the

When there’s a knock at my door, I scream, “Go away!” The knock gets more persistent. “Fuckin’ leave me alone!” As the door creaks open, I hurl a cup at the door. The cup doesn’t hit a hospital employee; it hits Mrs. P. squarely in the chest. “Oh, shit. Not you,” I say. Mrs. P.’s got new glasses, with rhinestones on them. “That’s not exactly the greeting I expected, Alex,” she says. “I can still give you a detention for cussing, you know.” I turn on my side so I don’t have to look at her. “Did you come here to give me detention slips? ’Cause if you did, you can forget it. I’m not goin’ back to school. Thanks for visitin’. Sorry you have to leave so soon.” “I’m not going anywhere until you hear me out.” Oh, please no. Anything except having to listen to her lecture. I push the button that calls the nurse. “Can we help you, Alex?” a voice bellows through the speaker. “I’m bein’ tortured.” “I beg your pardon?” Mrs. P. walks over to me and pulls the speaker out of my hand. “He’s joking. Sorry to bother you.” She puts the remote speaker on the nightstand, deliberately out of my reach. “Don’t they give you happy pills in this place?” “I don’t want to be happy.

In fact, as Foucault and others have shown, prisons and factories came in at about the same time, and their operators consciously borrowed from each other's control techniques. A worker is a part-time slave. The boss says when to show up, when to leave, and what to do in the meantime. He tells you how much work to do and how fast. He is free to carry his control to humiliating extremes, regulating, if he feels like it, the clothes you wear or how often you go to the bathroom. With a few exceptions he can fire you for any reason, or no reason. He has you spied on by snitches and supervisors, he amasses a dossier on every employee. Talking back is called "insubordination," just as if a worker is a naughty child, and it not only gets you fired, it disqualifies you for unemployment compensation… The demeaning system of domination I've described rules over half the waking hours of a majority of women and the vast majority of men for decades, for most of their lifespans. For certain purposes it's not too misleading to call our system democracy or capitalism or -- better still -- industrialism, but its real names are factory fascism and office oligarchy. Anybody who says these people are "free" is lying or stupid.

What is the relationship between Appointing Authority and Disciplinary Authority? Appointing Authorities are empowered to impose major penalties. It may be recalled that Article 311 clause (1) provides that no one can be dismissed or removed from service by an authority subordinate to the Authority which appointed him. In fact under most of the situations, the powers for imposing major penalties are generally entrusted to the Appointing Authorities. Thus Appointing Authorities happen to be disciplinary authorities. However there may be other authorities who may be empowered only to impose minor penalties. Such authorities are often referred to as lower disciplinary authorities for the sake of convenience. In this handbook, the term Disciplinary Authority has been used to signify any authority who has been empowered to impose penalty. Thereby the term includes appointing authorities also.5. How to decide the Appointing Authority, when a person acquires several appointments in the course of his/her career? CCA Rule 2(a) lays down the procedure for determining the Appointing Authority in respect of a person by considering four authorities.Besides, it must also be borne in mind that Appointing Authority goes by factum and not by rule.i.e. where an employee has been actually appointed by an authority higher than the one empowered to make such appointment as per the rules, the former shall be taken as the Appointing Authority in respect of such employee.6. What should be the over-all approach of the Disciplinary Authority? Disciplinary authorities are expected to act like a Hot Stove, which has the following characteristics: � Advance warning – One may feel the radiated heat while approaching the Hot stove.Similarly, the Disciplinary Authority should also keep the employees informed of the expected behavior and the consequences of deviant behavior. � Consistency: Hot stove always, without exception, burns those who touch it.Similarly, the disciplinary authority should also be consistent in approach. Taking a casual and lenient view during one point of time and having rigid and strict spell later is not fair for a Disciplinary Authority 4

We call it the rule of seven. We’ve worked at other companies with a rule of seven, but in all of those cases the rule meant that managers were allowed a maximum of seven direct reports. The Google version suggests that managers have a minimum of seven direct reports (Jonathan usually had fifteen to twenty when he ran the Google product team). We still have formal organization charts, but the rule (which is really more of a guideline, since there are exceptions) forces flatter charts with less managerial oversight and more employee freedom.

LEADERSHIP | Intuit’s CEO on Building a Design-Driven Company Brad Smith | 222 words Although 46 similar products were on the market when Intuit launched Quicken, in 1983, it immediately became the market leader in personal finance software and has held that position for three decades. That’s because Quicken was so well designed that using it is intuitive. But by the time Smith became CEO, in 2008, the company had become overly focused on adding incremental features that delivered ease of use but not delight. What was missing was an emotional connection with customers. He and his team set out to integrate design thinking into every part of Intuit. They changed the layout of the office, reduced the number of cubes, and added more collaboration spaces and places for impromptu work. They increased the number of designers by nearly 600% and now hold quarterly design conferences. They bring in people who have created exceptionally designed products, such as the Nest thermostat and the Kayak travel website, to share insights with Intuit employees. The company acquired one start-up, called Mint, and collaborates with another, called ZenPayroll, to improve customer experience. Although most people don’t think of financial software as a category driven by emotion or design, Smith writes, Intuit’s D4D (“design for delight”) program has paid off. For example, its SnapTax app, inspired by consumers’ migration to smartphones, led one user to write, “I want this app to have my babies.

We knew that the prospect of our little studio being absorbed into a much larger entity would worry many people. While we’d worked hard to put safeguards in place that would ensure our independence, we still expected our employees to be fearful that the merger would negatively impact our culture. I’ll say more about the specific steps we took to protect Pixar in a later chapter, but here I want to discuss what happened when, in my eagerness to ease my colleagues’ fears, I stood up and assured them that Pixar would not change. It was one of the dumbest things I’ve ever said. For the next year or so, whenever we wanted to try something new or rethink an established way of working, a steady stream of alarmed and upset people would show up at my office. “You promised the merger wouldn’t affect the way we work,” they’d say. “You said that Pixar would never change.” This happened enough that I called another company-wide meeting to explain myself. “What I meant,” I said, “was that we aren’t going to change because we were acquired by a larger company. We will still go through the kinds of changes that we would have gone through anyway. Furthermore, we are always changing, because change is a good thing.” I was glad I’d cleared that up. Except that I hadn’t. In the end, I had to give the “Of course we will continue to change” speech three times before it finally sunk in. What was interesting to me was that the changes that sparked so much concern had nothing to do with the merger. These were the normal adjustments that have to be made when a business expands and evolves. It’s folly to think you can avoid change, no matter how much you might want to. But also, to my mind, you shouldn’t want to. There is no growth or success without change.

Great CEOs build exceptional strategies for gathering the required information continuously. They embed their quest for intelligence into all of their daily actions from staff meetings to customer meetings to one-on-ones. Winning strategies are built on comprehensive knowledge gathered in every interaction the CEO has with an employee, a customer, a partner, or an investor.

The only way to reduce errors by 70 percent was to make every single employee, in effect, a quality assurance auditor. Everyone had to take responsibility for catching mistakes. But most factory workers didn’t know enough about the engines to identify every small defect as it occurred. The only solution, managers decided, was a massive retraining effort. Except

This resulted in a model of the macroeconomy as consisting of a single consumer, who lives for ever, consuming the output of the economy, which is a single good produced in a single firm, which he owns and in which he is the only employee, which pays him both profits equivalent to the marginal product of capital and a wage equivalent to the marginal product of labor, to which he decides how much labor to supply by solving a utility function that maximizes his utility over an infinite time horizon, which he rationally expects and therefore correctly predicts. The economy would always be in equilibrium except for the impact of unexpected ‘technology shocks’ that change the firm’s productive capabilities (or his consumption preferences) and thus temporarily cause the single capitalist/worker/consumer to alter his working hours. Any reduction in working hours is a voluntary act, so the representative agent is never involuntarily unemployed, he’s just taking more leisure. And there are no banks, no debt, and indeed no money in this model. You think I’m joking? I wish I was.

Step By Step Guide To Finding A Good Roofing Contractor The local roofing repair contractor you choose should always have a great reputation in the community and a track record of exceptional customer service. When you can't be on site, you need to know that your service provider is doing an excellent job. You also need to be sure that old-fashioned craftsmanship and quality materials are part of the roofing repair contractor's vision for his work. The following are methods to make sure that you hire the right roofing repair contractor. A reliable roofing repair contractor will make an effort to bring you the highest quality results. Well-regarded roofing repair contractors preserve their good reputations by always keeping their promises. Give your roofing repair contractor an appropriate timeline and do not interrupt his work unnecessarily. Discover how the contractual worker arrangements to handle any obligation issues. Once you start seeing bids, do not make the mistake of assuming that a low bid will lead to a similarly low work performance. Check the cost of the needed materials and compare them to the pricing of the low bid. In addition, it's important to think about all the labor costs. Construct a legal contract only when you have determined the price is within reason. Often when you are searching for a local roofing repair contractor with a great reputation and who will provide the very best work, this is usually one of the busier people in his field. If your local roofing repair contractor has a reputation for doing a great job, be prepared to wait to engage his services. There is a downside to roofing repair contractors who are in high demand as they might not be able to focus entirely on your project. The most vital thing in finding a local roofing repair contractor is to trust your instincts. Every time a roofing expert comes to you with a legal contract that requires your signature, read the legal agreement to really ensure all of your requests are present in the legal agreement and the roofing expert recognizes them. If you're taking the time to ensure the legal agreement has everything you and your service provider had agreed on and is put in clear terms, it'll save you much stress and money down the road. Ensure you have posed all questions and concerns to your service provider prior to signing an agreement. If there are any terms or conditions you do not understand, give the legal agreement to a lawyer for clarification. Roofing contractors with excellent reputations consider it good business practice to provide each client with a written quote before starting work on any job. If the info is needed, pronto, your roofing repair contractor might be willing to provide you with a quote over the phone. Inspect the schedule and qualifications of the roofing repair contractor to effectively ensure that the project will be finished exactly how and when you would like it and within your financial requirements. Make sure to ask any questions and address all concerns to your satisfaction before you employee a roofing repair contractor

We believe a Ritz-Carlton style “Say This While Avoiding This” language guide optimizes customer satisfaction in most businesses and helps bind staff members into a team. But if it strikes you as too prescriptive (or too much work) to develop scripted phrases and specific word choices for your employees, at least consider developing a brief “Negative Lexicon.” A Negative Lexicon is just a list of crucial Thou Shalt Nots.

Other research continues to prove how our immune systems benefit from mindfulness. In another study of how mindfulness can improve health, UCLA researchers worked with HIV-positive adults in the Los Angeles area. Over the course of an eight-week MBSR training, just like the one given to the Promega employees and the one I took in New York, the Los Angeles group did not change their HIV treatment in any way except for meditation. And yet something dramatic happened. The CD4+ T cells, which are the so-called brains of the immune system, and the ones targeted by HIV, stopped deteriorating in the group that practiced mindfulness.

During my time at HubSpot, I was shocked to see how badly managed the company was and how packs of inexperienced twenty-something employees were being turned loose and given huge responsibility with little or no oversight. In the world of start-ups that is now the norm, not the exception.

Which would seem to be a good thing—proposing a solution to a problem that people are hungry to solve—except that my view of silos might not be what some leaders expect to hear. That’s because many executives I’ve worked with who struggle with silos are inclined to look down into their organizations and wonder, “Why don’t those employees just learn to get along better with people in other departments? Don’t they know we’re all on the same team?” All too often this sets off a well-intentioned but ill-advised series of actions—training programs, memos, posters—designed to inspire people to work better together. But these initiatives only provoke cynicism among employees—who would love nothing more than to eliminate the turf wars and departmental politics that often make their work lives miserable. The problem is, they can’t do anything about it. Not without help from their leaders. And while the first step those leaders need to take is to address any behavioral problems that might be preventing executive team members from working well with one another—that was the thrust of my book The Five Dysfunctions of a Team—even behaviorally cohesive teams can struggle with silos. (Which is particularly frustrating and tragic because it leads well-intentioned and otherwise functional team members to inappropriately question one another’s trust and commitment to the team.) To tear

House of Representative’s Bill - H.R 4900 – April 12th, 2016 The new legislation known as “PROMESA” says the following: The Oversight Board shall consist of 7 members appointed by the President who meet the qualifications described in subsection (e), except that the Oversight Board may take any action under this Act (or any amendments made by this Act) at any time after the President has appointed 3 of its members. The Oversight Board, its members, and its employees may not be liable for any obligation of or claim against the Oversight Board or its members or employees or the territorial government resulting from actions taken to carry out this Act. There shall be no jurisdiction in any United States district court to review challenges to the Oversight Board’s certification determinations under this Act. AUTOMATIC STAY UPON ENACTMENT. (No civil Lawsuits) For a Time to be Specified by the appointed Board. Even before this Bill was passed politician’s like Chuck Schumer, Elizabeth Warren, Richard Blumenthal and Harry Reed moved quickly to cash in. They were among the first to propose a ban on civil lawsuits relating to the Puerto Rico financial meltdown. If you follow the money, it paid off terrifically for all four of them but not so well for millions of honest Americans.

As a result, we now see a plethora of MBA-holders mushrooming in and infiltrating every sector, company and corporation, no matter how large or small. With rare exceptions, these MBA-holders hardly bring any creativity or depth to the table. For them, everything is about profits and building their own image and profile. They seldom care about the well-being and advancement of those who fall under the mercy of their business ideas. They are usually people who, like a herd of sheep, have been told that an MBA is the easiest and fastest route to prosperity and advancement, so they go to school, get that MBA, and from there wreak havoc in every place they set their foot on. With their mediocrity and strong desire to advance at any cost, their management styles often create a culture of fear and intimidation among employees. This culture is usually characterized by serious retaliation if anyone dares to open their mouth to challenge their authority or critique their ideas.

In 2008, employees at an office for the accounting firm Deloitte were troubled by the behavior of a new recruit. In the midst of a bustling work environment, she didn’t seem to be doing anything except sitting at an empty desk and staring into space. Whenever someone would ask what she was doing, she would reply that she was “doing thought work” or “working on [her] thesis.” Then there was the day that she spent riding the elevators up and down repeatedly. When a coworker saw this and asked if she was “thinking again,” she replied: “It helps to see things from a different perspective.”2 The employees became uneasy. Urgent inter-office emails were sent. It turned out that the staff had unwittingly taken part in a performance piece called The Trainee. The silent employee was Pilvi Takala, a Finnish artist who is known for videos in which she quietly threatens social norms with simple actions. In a piece called Bag Lady, for instance, she spent days roaming a mall in Berlin while carrying a clear plastic bag full of euro bills. Christy Lange describes the piece in Frieze: “While this obvious display of wealth should have made her the ‘perfect customer,’ she only aroused suspicion from security guards and disdain from shopkeepers. Others urged her to accept a more discreet bag for her money.”3 The Trainee epitomized Takala’s method. As observed by a writer at Pumphouse Gallery, which showed her work in 2017, there is nothing inherently unusual about the notion of not working while at work; people commonly look at Facebook on their phones or seek other distractions during work hours. It was the image of utter inactivity that so galled Takala’s colleagues. “Appearing as if you’re doing nothing is seen as a threat to the general working order of the company, creating a sense of the unknown,” they wrote, adding solemnly, “The potential of nothing is everything.

identify your employee adjectives, (2) recruit through proper advertising, (3) identify winning personalities, and (4) select your winners. Step One: Identify Your Employee Adjectives When you think of your favorite employees in the past, what comes to mind? A procedural element such as an organized workstation, neat paperwork, or promptness? No. What makes an employee memorable is her attitude and smile, the way she takes the time to make sure a customer is happy, the extra mile she goes to ensure orders are fulfilled and problems are solved. Her intrinsic qualities—her energy, sense of humor, eagerness, and contributions to the team—are the qualities you remember. Rather than relying on job descriptions that simply quantify various positions’ duties and correlating them with matching experience as a tool for identifying and hiring great employees, I use a more holistic approach. The first step in the process is selecting eight adjectives that best define the personality ideal for each job or role in your business. This is a critical step: it gives you new visions and goals for your own management objectives, new ways to measure employee success, and new ways to assess the performance of your own business. Create a “Job Candidate Profile” for every job position in your business. Each Job Candidate Profile should contain eight single- and multiple-word phrases of defining adjectives that clearly describe the perfect employee for each job position. Consider employee-to-customer personality traits, colleague-to-colleague traits, and employee-to-manager traits when making up the list. For example, an accounting manager might be described with adjectives such as “accurate,” “patient,” “detailed,” and “consistent.” A cocktail server for a nightclub or casual restaurant would likely be described with adjectives like “energetic,” “fun,” “music-loving,” “sports-loving,” “good-humored,” “sociable conversationalist,” “adventurous,” and so on. Obviously, the adjectives for front-of-house staff and back-of-house staff (normally unseen by guests) will be quite different. Below is one generic example of a Job Candidate Profile. Your lists should be tailored for your particular bar concept, audience, location, and style of business (high-end, casual, neighborhood, tourist, and so on). BARTENDER Energetic Extroverted/Conversational Very Likable (first impression) Hospitable, demonstrates a Great Service Attitude Sports Loving Cooperative, Team Player Quality Orientated Attentive, Good Listening Skills SAMPLE ADJECTIVES Amazing Ambitious Appealing Ardent Astounding Avid Awesome Buoyant Committed Courageous Creative Dazzling Dedicated Delightful Distinctive Diverse Dynamic Eager Energetic Engaging Entertaining Enthusiastic Entrepreneurial Exceptional Exciting Fervent Flexible Friendly Genuine High-Energy Imaginative Impressive Independent Ingenious Keen Lively Magnificent Motivating Outstanding Passionate Positive Proactive Remarkable Resourceful Responsive Spirited Supportive Upbeat Vibrant Warm Zealous Step Two: Recruit through Proper Advertising The next step is to develop print or online advertising copy that will attract the personalities you’ve just defined.

This belief in the good of the firm seems to contribute to the commitment to hard work and outperformance, which has benefited the firm, but it has slowly and incrementally changed to also be used as a rationalization for behavior that may not be consistent with the original meaning of the firm’s principles. The sense of higher purpose explains why Goldman brushes off cases of bad behavior as “one-offs” or “exceptions,” why its employees should get swine flu vaccinations ahead of others, and why the firm believes that while its peers may not be able to handle situations where conflicts need to be managed through ethical behavior, Goldman can.

Almost without exception, managers say the most important ingredients in hiring a new employee are experience, qualifications, and education. They rarely come up with the missing ingredient: attitude. You can hire an employee with all the experience, education, and qualifications you could hope for, but if the person has a bad attitude, you have just hired a problem employee. On the other hand, you can hire a person with less experience, education, and

Superbosses understand that focusing primarily on what might get in the way of change prevents a team or company from ever trying anything new. It also prevents employees from identifying wholeheartedly with the team and giving themselves over to it.

Weinzweig and Saginaw would be able to grow the business, and to do it in a way that would let them preserve the attributes that had led them to start the company in the first place—close contact with a community, intimacy with customers, team spirit among employees, exceptional quality of food and service. However much Zingerman’s grew in the next fifteen years, it would remain a local operation—a collection of small local businesses, each striving to be the best at what they do.

But Trump could never process any interest except his own, and he regarded all executive branch employees as working for him personally.

performance at Gartner as the outcomes employees achieve by doing their individual tasks and assignments, by contributing to others’ work, and by using the contributions of others. We call this measure enterprise contribution.

in order to discourage people from missing the annual communal work fest, the border to Uzbekistan is closed to everyone except foreigners. Every autumn. hundreds of thousands of doctors, teachers, nurses, bureaucrats and other public sector employees, as well as students, are called on to pick cotton - an old tradition from Soviet times that has been maintained; the only difference being that in the Soviet Union, the majority of the harvesting was done by machine, whereas now it is done by hand, as non one has troubled to maintain and repair the machines. As the flowering season is so short, the 1.4 million hectares of cotton have to be picked in the space of a few frantic weeks and many people have to sleep under the open sky or on cold, crammed floors. An impressive number of public sector employees and people from other affected groups used to take long family holidays to neighbouring countries during the cotton harvest, but a stop has been put to that now.

Buffett noted that every corporate employee has to answer to someone else, except for the president. Too often the CEO also serves as chairman of the board.

The vanguard companies offer better-than-average wages, not because they’re unusually generous, but because their employees create exceptional value. There’s a deep conviction in these organizations that when “ordinary” employees are given the chance to learn, grow, and contribute, they’ll achieve extraordinary results. Over time, this conviction produces a workforce that’s deeply knowledgeable, endlessly inventive, and ardently customer focused.

The cognitive error that gets many people stuck is the idea that they will be the exception to the rule. The perception is, “Now that I know what he is about, I will be able to handle this.” It is a bit irrational to believe that dozens of employees before you had been abused, criticized, or otherwise degraded by this person and that, for some reason, you would be the one to emerge unscathed.

Parenti reported in 1999 that yearly expenses of the correction industry were between $20 and $35 billion annually with “more than 523,000 full-time employees working . . . more than in any Fortune 500 company except General Motors.

Ambassadors to Lebanon are invariably career State Department employees, this a glaring exception to the custom wherein lead diplomatic posts are reserved as political appointments, presidents finding places for their deep-pocketed campaign donors, close friends, and Ivy League fraternity brothers. France, England, Sweden, and Brazil—these are the verdant gardens, the well-bought consular A-list. An ambassadorship to Lebanon, on the other hand, lies considerably further down the alphabet. With its magnetism for bombings, kidnappings, and religious-inspired mayhem, Beirut postings are invariably filled—on a strictly volunteer basis—by brave and long-tenured employees from Foggy Bottom.

Bezos informed his technical staff that henceforth every point of communication within Amazon would be through an interface (API) that could be exposed externally, that there would be no exceptions, and that anyone who didn’t follow this rule would be fired. Unsurprisingly, within a few years every service within Amazon was exposed via these APIs. As discussed previously, this not only increased Amazon’s own ability to dynamically reassemble its own infrastructure, it meant that Amazon’s services could be anyone’s services. Individual developers could use Amazon’s own servers and storage almost as if they were Amazon employees. Anyone with the time and inclination could build their own storefront, their own application, their own services that drove business back to Amazon. Technologists often talk about the “Not Invented Here” problem: the reluctance to adopt something invented elsewhere. Bezos’s mandate was the polar opposite of this: it was a realization that Amazon could never be all things to all people, but that it could enable millions of developers to use Amazon services to go out and target markets that Amazon itself could never reach.

These newly minted right-wingers were rattling off old Birch slogans: Immigrants are the enemy. Protect our borders and deport all illegal aliens. Gays are ungodly. Pray the gay away from children and teens. Unemployed people don’t want to work, and poor people keep themselves poor, on purpose. If we cut the minimum wage and eliminate unemployment compensation, everyone will have a job. Unions caused the economic collapse by shielding lazy, incompetent public employees. Rich folks are “job creators,” and we need to protect their wealth. Social Security is unsustainable, and Medicare and Medicaid have to be restricted so that corporations and “job creators” have lower tax rates. Abortion is murder and must be outlawed even in cases of rape and incest. No exception means no exceptions; even in cases where the mother’s life is in danger. The economic meltdown of 2008 came from high taxes on corporations, too many regulations, and poor people taking out mortgages they couldn’t afford. The government can’t create jobs, so stimulus programs don’t work. Cutting taxes creates jobs. The government can’t limit the right to own or carry guns. If guns are outlawed, only outlaws will have guns. America is God’s chosen nation, but our president can’t understand our exceptionalism. After all, he’s not a “real” American; he’s a Marxist, Socialist, Muslim racist who hates America.

The third wave offered to free farmers from the C market. There might be a farmer in Ethiopia who had, for twenty years, been subject to dollar-a-pound commodity pricing—a rate that kept him and his employees in poverty. But if that farmer managed to create an exceptional coffee, he or she might enter it into a regional or global competition, and if that coffee was highly rated, he or she could get the attention of a third-wave roaster, like Chicago’s Intelligentsia Coffee & Tea or Stumptown Coffee Roasters in Portland. And then something extraordinary could happen. They could trade directly.

Product immediately after exercise insurance solutions No investment insurance purchase in a very simple Prostatis action, even though he is trained only exception in the industry. There are many new threats that can lure the unwary with remote media policy is clearly insufficient for your needs. It is important to do your due diligence and scientific evidence, ask yourself just before the market does not provide a sound purchasing decisions. This short article will help you, just accept, shoulders that decisive action must begin with knowledge. Those most critical factors giving a positive self basically want to cover the first edition. That's pretty strong earnings, unemployment, and some cannot Prostatis even be informed. Talk to your employer and give generally positive, they are not. Relevance Tab justified confidence that the business aspects, really, that this, after all, attractive to employers incentives, long-term employees, and where the only specialized services for industry and again the other for employees of highest quality that are more difficult problem to treat, made only more secure, since it is to find a person. Although the direction of transmission of buying Prostatis insurance on their own, more attention is considerable, certainly in the sense that the plan to "complete" and "renewable insurance." This suggests that other, as you continue to receive payment of costs should not be fully covered by commercial insurance. Not even know that the level of demand in the economy Although in good condition I, and the company has taken the right path, and then joined a vague clause to complete the plan in principle and in its way through, you can also apply safeguards Generally they produce, the plan rescission period is 10 days during the working sets, make sure it's perfect, then throw the cards, if not immediately. The scenario is especially the Prostatis fact that it contains the option to change the terms and other demanding applications. Currently, for many years a large number of hits includes hands. As "absolutely certain legal requirements" specialized insurance services for investment in more selective inside to be taken, especially in the stop position of education on the basis of a different plan that incorporates the experience, regardless evaluation or situations require the exercise includes products and services for the same price evaluation face to face selling. Similarly, principles and manipulated so as the experience of many destructive aspect of the current market containing the entire industry. An insurance company to a higher potential, to ensure that purchasers or plans worth more to feel a little pressure, the result is inevitable that insurance is available against people who have contact to practice for a few days . Basically it is to maintain the power to print money to unrealistic levels.

number of studies support a notion that’s obvious to many of us: Much of the time we spend in gatherings with other people disappoints us. “With the occasional exception, my mood in conferences usually swings between boredom, despair, and rage,” Duncan Green, a blogger and specialist in international development, confesses in the Guardian. Green’s take isn’t unique to conferences: The 2015 State of Enterprise Work survey found that “wasteful meetings” were employees’ top obstacle to getting work done.

I wanted a culture where each individual is fully engaged in what he or she is doing and as a result takes responsibility and can also achieve genuinely exceptional results. My dream: to have a team of employees who can do exactly what they really want to do, what is in their hearts, where they can blossom and create things that they are truly proud

The audience for Channel 28, the PBS station in Los Angeles, was demographically perfect for Trader Joe’s. In those days, however, PBS did not accept overt commercials. Alice had been quite active as a volunteer at the station. Through her contacts, we made arrangements to sponsor reruns of shows that tied to Trader Joe’s, such as the Julia Child shows, The Galloping Gourmet, and Barbara Wodehouse’s series on training dogs, which proved very effective! These reruns were not expensive compared with sponsoring first-runs and they had very good audiences. All we got was a “billboard” announcing that Trader Joe’s was sponsoring the show, but this was a cost-effective way of building our presence in the community. Another way we promoted ourselves on public TV was to “man the phones” during pledge drives. Our employees, led by Robin Guentert who was running advertising at that time (Robin became one of the most important members of store supervision after 1982, then President of Trader Joe’s in 2002), would show up en masse at the station. They loved being on TV, and we got the publicity. Promoting through Nonprofits Most retailers, when they’re approached by charities for donations, do their best to stiff-arm the would-be donees, or ask that a grueling series of requirements need to be met. In general they hate giving except to big, organized charities like United Way, because that way they escape being solicited by all sorts of uncomfortable pressure groups. At the very beginning of Trader Joe’s, however, we adopted a policy of using non-profit giving as an advertising and promotional tool. We established these policies: Never give cash to anyone. Never buy space in a program. That is money thrown away. Give freely, give generously, but only to nonprofits that are focused on the overeducated and underpaid. Any museum opening, any art gallery opening, any hospital auxiliary benefit, any college alumni gathering, the American Association of University Women, the Assistance League, any chamber orchestra benefit—their requests got a very warm welcome. But nothing for Little League, Pop Warner, et al.; that was not what Trader Joe’s was about.

The principal purpose of this program was to vent grievances and address them where possible. And I think this program was as important as pay in keeping employees with us. Productivity in part is the product of tenure. That’s why I believe that turnover is the most expensive form of labor expense. I am proud that, during my thirty years at Pronto and Trader Joe’s, we had virtually no turnover of full-time employees, except for the ordinary human problems of too, too solid flesh.

IWW General Headquarters was collecting information regarding past free speech fights in response to a request from the U.S. Committee on Industrial Relations. Believing the “publicity to be worth the work it will entail,” Vincent St. John made an appeal in Solidarity one week before the September convention. Anyone who had first-hand experience was asked to submit personal narratives, pamphlets, bulletins, reports, and detailed histories regarding the various free speech fights. …. The committee determined that non-English-speaking workers had prevented development of better employer-employee relationships, especially with the “unreasonable prejudice of almost every class of Americans toward immigrants.” With rumblings of a European war, the committee recommended immediate legislation for restricting immigration except for those who were “likely to make the most desirable citizens.

Applying a value lens to stakeholder capitalism, two ideas strike me as particularly important. First, business creates substantial value for customers, employees, and suppliers even if its only goal is to maximize financial returns. Think of all the stories in this book—Best Buy, Apple, Michelin, Quest, Intel, Tommy Hilfiger, and many more. Every one of them is testament to the ability of business to create significant customer delight, employee satisfaction, and supplier surplus. Competition is our best assurance that companies continue to innovate in service to these stakeholders. Second,

When Deutsche Bahn, the German railway company, offered its workforce the choice of a 2.6 percent pay increase, a one-hour reduction in weekly hours, or six additional days of vacation annually, 58 percent chose the extra week off.4 The opportunity to exchange money for time is increasingly popular, particularly in developed economies and among younger employees.*5

The strategy creates superior value by combining investment in employees with four operational choices that increase their productivity, contribution, and motivation. These choices are: focus and simplify, standardize and empower, cross-train, and operate with slack.

As long as the price increase is smaller than the rise in WTP, both customers and the company are better off. At the bottom of the value stick, companies create more attractive working conditions to lower WTS. They then share this value by reducing compensation. As long as the drop in WTS is greater than the reduction in salaries, both employees and the company are better off.

When Heenehan Telecom Company took over Principal Processing Company, it fired all the staff except Jim Dennis and Beth Madison. They were tax accountants like fish out of water in the new company. The environment was hostile, the bosses were unbearable, and the cliques hated their guts. However, trouble started when a colleague, Amber Wolfe, started acting suspiciously and sabotaging their work. Jim and Beth found out the airhead exterior was only a facade, and Amber had dangerous ties to notorious cyber-terrorists. They were sitting ducks. Jim and Beth collaborate with external friends to save the company, their lives, and their careers. Would they succeed with the odds stacked against them, from bosses to colleagues? The Telecom Takeover by Beverly Winter tells the complete story. The Telecom Takeover by Beverly Winter is an intriguing novel that focuses on the corporate world. This story was riveting, from the office shenanigans to unfavorable policies to workplace bureaucracy to insensitive and selfish bosses. Winter also exposed the employee dynamics, power play, and scheming happening in the corporate world. This book has a solid plot, and the character development was beautiful. The story was also thought-provoking as I asked myself how much a person could take before throwing in the towel. At what point does perseverance become hopelessness? I could never work in such a dysfunctional environment and under such conditions. The overworked minions got the least pay while the bosses, who knew nothing, cornered fat bonuses. I loved how the tables turned on Judy. It was the best part of the novel. Keep writing beautiful stories, Beverly Winter." Jennifer Ibiam for Readers’ Favorite, ★★★★★

My biggest regret is that our first customer was $1M ACV. Ever since that first customer, our product, go-to-market, our support model have all been pulled in one direction — high-end enterprise. Our first $1M ACV customer forced us to get on the elephant hunting treadmill, and we’ve never been able to get off it. Our board, our employees, everyone expects us to only go after customers that were as large or larger than our first customer. And I’ve been watching this new competitor emerge that’s going after the same market as we are, except from the low end. They are tiny but growing rapidly. And it’s too hard for us to compete with them — we don’t have the people, technology stack, support model or frankly, the mindset.

Demographics and Revolt” by Yggdrasil In most states, approximately 30% of all votes cast are by those above the age of 60, even though they comprise a much smaller percentage of the total population. The American Association of Retired Persons ("AARP") lobbies this group to write their Congressmen in favor of free immigration on the theory that new immigrants will pay Social Security taxes needed to fund Social Security payments to retirees in our "pay- as-you- go" unfunded Social Security System. An unspoken premise of free immigration is that the new arrivals will be willing to pay this tax. Twenty years from now [2012-2030] 60 million post-WW II "baby-boomers" now in the work force will begin retiring and drawing Social Security benefits. Employment taxes amount to 15% of payroll now, including both employer and employee pieces. In twenty years, these taxes must rise to 25% to fund the retiring baby boomers. Over 70% of these "baby-boom" retirees will be European- Americans. But in 20 years, 55% of the people entering the workforce between the ages of 20 and 30 will be people of color. It is inconceivable that members of this group, accustomed as they are to racial preference and to block racial voting, will sit by and watch 25% of their earnings go to fund retirement benefits for European-Americans. It won't happen! Because "minority" racial interests will be at stake, Social Security benefits will be cut for all except the indigent, among whom such "minorities" will be over-represented.

When the club’s face looks to the right of the direction in which the head is traveling, the ball spins around an equator tilted from left to right and thus curves to the right during flight. I’ll do you a favor and not tell you about every stroke. Or any stroke at all. Though I got off some very nice drives. True, they didn’t land on the correct fairway, but that was due to wind. And I will stand mute on the subject of technique except to say I learned that many chip shots are best played with a sharp kick from the toe of a golf shoe. And if you cut a hole in your pants pocket you can drop a ball down your trouser leg and “discover” that your shot landed remarkably close to the green. And putting, for a person of my socioeconomic background, is best done by envisioning the cup as being behind a little windmill or inside the mouth of a cement whale. I also found out that all the important lessons of life are contained in the three rules for achieving a perfect golf swing: 1. Keep your head down. 2. Follow through. 3. Be born with money. There’s a fine camaraderie on a golf course—lumbering around with your fellow Republicans, encompassed by a massive waste of space and cash, bearing witness to prolific use of lawn chemicals, and countenancing an exploitative wage scale for the maintenance employees. Golf is the

In particular, the CIA was the brainchild of men like Allen Dulles.19 Along with his brother, future Secretary of State John Foster Dulles, Allen Dulles was a longtime employee of Sullivan and Cromwell, the storied Wall Street law firm whose clients included the world’s largest multinational corporations.

Axios is currently a more than 500–person start-up with a lively, hyper-ambitious, insanely transparent culture. Every employee owns equity in Axios, and we’ll answer any question, with two exceptions—how much someone makes and why someone left. We stay silent on those two out of respect for individual privacy.

In a watershed article from 1970, Milton Friedman, the Nobel Prize–winning economist, who is considered one of the great theorists of today’s form of capitalism, laid out the foundation for the theory of shareholder primacy that is at the heart of so much finite-minded business practice today. “In a free-enterprise, private-property system,” he wrote, “a corporate executive is an employee of the owners of the business. He has direct responsibility to his employers. That responsibility is to conduct the business in accordance with their desires, which generally will be to make as much money as possible while conforming to the basic rules of the society, both those embodied in law and those embodied in ethical custom.” Indeed, Friedman insisted that “there is one and only one social responsibility of business, to use its resources and engage in activities designed to increase its profits so long as it stays within the rules of the game.” In other words, according to Friedman, the sole purpose of business is to make money and that money belongs to shareholders. These ideas are now firmly ingrained in the zeitgeist. Today it is so generally accepted that the “owner” of a company sits at the top of the benefit food chain and that business exists solely to create wealth, that we often assume that this was always the way that the game of business was played and is the only way it can be played. Except it wasn’t . . . and it isn’t.

Most of the employees were the hard-boiled, Americanised, go-getting type – the type to whom nothing in the world is sacred, except money. They had their cynical code worked out. The public are swine; advertising is the rattling of a stick inside of a swill-bucket.

For the next two years, he spent every Saturday pushing the mower up and down the vast, tranquil green lawns, so that it felt like he was slowly unravelling his own life, unwinding it and going back to the beginning. It was like having therapy, he said, except that I got very sweaty, and lunch was included. Those lunches – elaborate, fragrant meals eaten in the formal dining room of the house – were an education in themselves: his employees were highly cultured, well-travelled men, collectors of art and antiques, versed in several languages. It took him a long time to piece together the nature of their relationship, two grown men living in luxury together without a woman in sight. For a long time he was simply too stunned by his change of circumstances even to wonder about it, but then, gradually, he started to notice the way they sat side by side on the sofa drinking their post-prandial coffee, the way one of them would rest their hand on the other’s arm while making a point in conversation, and then – they’d got to know him better by this time – the way they kissed each other quickly on the lips when one or other of them left to drive him home at the day’s end. It wasn’t just the first time he’d seen homosexuality: it was the first time he’d seen love.

In order to fortify the talent density in your workforce, for all creative roles hire one exceptional employee instead of ten or more average ones. Hire this amazing person at the top of whatever range they are worth on the market. Adjust their salary at least annually in order to continue to offer them more than competitors would. If you can’t afford to pay your best employees top of market, then let go of some of the less fabulous people in order to do so. That way, the talent will become even denser.

The methods used by most companies to compensate employees are not ideal for a creative, high-talent-density workforce. Divide your workforce into creative and operational employees. Pay the creative workers top of market. This may mean hiring one exceptional individual instead of ten or more adequate people. Don’t pay performance-based bonuses. Put these resources into salary instead. Teach employees to develop their networks and to invest time in getting to know their own—and their teams’—market value on an ongoing basis. This might mean taking calls from recruiters or even going to interviews at other companies. Adjust salaries accordingly.

I’ve also found having a lean workforce has side advantages. Managing people well is hard and takes a lot of effort. Managing mediocre-performing employees is harder and more time consuming. By keeping our organization small and our teams lean, each manager has fewer people to manage and can therefore do a better job at it. When those lean teams are exclusively made up of exceptional-performing employees, the managers do better, the employees do better, and the entire team works better—and faster.

Of late, I have been attempting to increase the number of women employees at Joyalukkas. A few years ago, we hired six young women for our India operations, and I have been deeply impressed by their dynamism and dedication. They have exceptional sales skills and can handle any assignment. I intend to promote women as assistant managers and managers at our stores. I also envisage senior positions for women at our corporate office, particularly in HR and marketing.

When no one knows when to say no, most ideas (brought forward by talented and ambitious employees) seem like good ideas. And when most ideas seem like good ideas, we end up in the hyperactivity that pervades the business world today.3

companies that achieve enduring financial success create substantial value for their customers, their employees, or their suppliers

Willingness-to-pay (WTP) sits at the top end of the value stick. It represents the customer’s point of view. More specifically, it is the most a customer would ever pay for a product or service. If companies find ways to improve their product, WTP will increase. Willingness-to-sell (WTS), at the bottom end of the value stick, refers to employees and suppliers. For employees, WTS is the minimum compensation they require to accept a job offer.

The simplicity of the strategy is key if one is to execute at breakneck speed. Every executive, every store manager, every employee with an idea about ways to raise WTP or lower WTS can be sure that they are helping move the company in the right direction.

Minimize the Single Point of Failure Risk As a sole founder, you are the business. Your customers know you. Your partners know you. Without you, there’s probably no business. That’s a risk you have to deal with. Since I was the only founder of WebMerge (and the only employee for many years), there was a major risk that I could get hit by a bus someday and the business would be destroyed. This was a major concern, so I set up a backup plan just in case something ever happened to me. I put together a lot of documentation around how everything worked behind the scenes. I even had a secret USB drive hidden in my house that someone could use to get all the crucial info to run the company. I also had contact information for people who could help take over the business (developers, businesspeople, etc.). I was confident this backup plan would be good enough to keep the business running without interruption. I worked hard over the years to make the business self-sustaining, so with exception of answering support tickets, the app could pretty much run itself.

The prevailing narrative about Silicon Valley’s culture lionizes company founders, and Tom Wolfe’s exquisite storytelling has played up Noyce’s roots in small-town Iowa as the genesis of the egalitarian, stock-for-everyone business culture of the West Coast.[66] But, as we have seen, it was Arthur Rock who provided the impetus for Fairchild’s creation and who opened the founders’ eyes to the possibility of owning the fruits of their research. It was Rock who demonstrated the potential of the limited partnership that developed the Valley’s equity culture, and Rock who helped to catalyze the failure of the corporate venture model at Fairchild by prying away Jean Hoerni and Jay Last. When it came to the creation of Intel’s employee stock plan, moreover, it was probably Rock who proposed access for everyone, and it was certainly Rock who devised the plan’s details.[67] In a letter laying out his thinking in August 1968, Rock described a way of balancing the interests of investors and workers: Intel should avoid equity grants to short-term employees but extend them to everyone who made a long-term commitment. “There are too many millionaires who did nothing for their company except leave after a short period,” he observed wisely.[68] Without Rock’s judicious counsel, Intel’s employee stock program would not have set the standard in the Valley, because it would not have been sustainable.

In 1935 the famous radical author Lewis Corey (née Louis Fraina) announced in his Crisis of the Middle Class that the Jeffersonian Dream was moribund: ‘That middle-class ideal is gone beyond recall. The United States today is a nation of employees and of propertyless dependents.’ As jobless accountants and ruined stockbrokers stood in the same breadlines as truckdrivers and steelworkers, much of the babbitry of the 1920s was left with little to eat except for obsolete class pride. Corey warned that the downwardly mobile middle stratum, ‘at war with itself’, was approaching a radical crossroads, and would turn either toward socialism or fascism.36

All right, then, Adam, you know what to do,” Charlie said, trying to hold her head up. Unlike her husband, she wasn’t willing to have it out in front of his employees and friends. “God, I wish I had a video camera. Someone make sure security doesn’t erase these tapes,” Adam said. “Adam!” He could be so damn obnoxious. She had to keep him in line. He straightened up immediately. “Yes, ma’am. I’ll check into it.” A hard hand slapped at her ass, making her skin tingle. “He’s not going to check into anything except getting new locks for our fucking doors.” “Mommy and Daddy are fighting, Jake. What should I do?” Adam asked. From what she could see, they were all following her and Ian out of the conference room, snacks in hand.

The solution we finally hit upon was slightly less draconian but just as simple. We call it the rule of seven. We’ve worked at other companies with a rule of seven, but in all of those cases the rule meant that managers were allowed a maximum of seven direct reports. The Google version suggests that managers have a minimum of seven direct reports (Jonathan usually had fifteen to twenty when he ran the Google product team). We still have formal organization charts, but the rule (which is really more of a guideline, since there are exceptions) forces flatter charts with less managerial oversight and more employee freedom. With that many direct reports—most managers have a lot more than seven—there simply isn’t time to micromanage.

Except you can’t outsource your ability to build and deepen relationships. You can’t outsource “you”.

Average employee: Not too bright. Exceptionally well qualified: Made no major blunders yet. Character above reproach: Still one step ahead of the law. Zealous attitude: Opinionated. Quick-thinking: Offers plausible excuses. Careful thinker: Won’t make a decision. Takes pride in work: Conceited. Forceful: Argumentative. Aggressive: Obnoxious. A keen analyst: Thoroughly confused. Conscientious: Scared. Meticulous attention to detail: A nitpicker. Has leadership qualities: Is tall or has a loud voice. Strong principles: Stubborn Career-minded: Backstabber Coming along well: About to be let go. Independent worker: Nobody knows what he/she does. Forward-thinking: Procrastinator. Loyal: Can’t get a job anywhere else.