Owner And Employee Quotes

Melody Malone is the owner and sole employee of the Angel Detective Agency in Manhattan. She is possibly married but lives alone usually, and is older than both her parents. Sometimes. Why not visit her website? Ah – probably because the internet hasn’t been invented yet. Sorry, Sweetie.

73. ...There is no law that says we have to go to work every day and follow our employer’s orders. Legally there is nothing to prevent us from going to live in the wild like primitive people or from going into business for ourselves. But in practice there is very little wild country left, and there is room in the economy for only a limited number of small business owners. Hence most of us can survive only as someone else’s employee.

In some cases, you can tell how somebody is being treated by their own boss from the way they are treating someone to whom they are a boss.

How a business presents itself is very indicative of that businesses sense of self and about how much value and respect it’s owners and employees attribute to it. If the owners and employees don’t respect the business, neither will the customers and potential customers.

We, in the interest of the so-called progress, have been persuaded to leave the production and at times the cooking of our food to companies whose owners and employees make a living by exploiting our busyness or laziness and our innate hunger to continue living.

The Pepper Sisters," Falk told him, "I think you just got an eyeful of the new ad campaign for their dairy." "Were those the owners or the producers?" Jason asked. "Both. It's an employee-owned co-op. Chemical-free too now that Pickle's quit smoking.

The principal object of management should be to secure the maximum prosperity for the employer, coupled with the maximum prosperity for each employee. The words "maximum prosperity" are used, in their broad sense, to mean not only large dividends for the company or owner, but the development of every branch of the business to its highest state of excellence, so that the prosperity may be permanent.

If customers and clients are happy - living more fulfilled lives, living more joyful lives, more abundant lives... If business owners, managers and employees are happy - living more fulfilled lives, more abundant lives, more peaceful lives... Of course that's going to ripple out into society. That joy, that fulfillment, that abundance - it's going to ripple outwards.

My goal was to make employees feel like owners and, in turn, to increase the amount of responsibility they took for the company’s success. However, opening company secrets to employees had another outcome: it made our workforce smarter.

Every company has its dirty secrets. Whether it is an unscrupulous owner, an unreasonable boss, or crazy coworkers, there is always something scandalous going on behind the scenes. Switching jobs won’t solve the problem. It’s all about perspective.

On the wall at the rear of the lot was a sign which read: MUNICIPAL EMPLOYEES AND MUNICIPAL BUSINESS ONLY PLEASE RESPECT THIS PARKING LOT. Only in Nevada would someone ask you to respect a parking lot, Peter thought. In New York the sign would read UNATHORIZED VEHICLES WILL BE STOLEN AND THEIR OWNERS EATEN.

As she passed her son-in-law’s room, she would repeat a joke she had heard from the workers at the factory: ‘We, the owners, must be at work by six, our employees by nine.

It is the sweat of the servants that make their squire look smart.

To be neither the boss nor the employee, but the owner. To own the trains and have someone else ensure they run on time.

It's time to stop thinking like an employee and become the business owner of your own career.

Three Observations        1) The computer may be incompetent in itself—that is, unable to do regularly and accurately the work for which it was designed. This kind of incompetence can never be eliminated, because the Peter Principle applies in the plants where computers are designed and manufactured.        2) Even when competent in itself, the computer vastly magnifies the results of incompetence in its owners or operators.        3) The computer, like a human employee, is subject to the Peter Principle. If it does good work at first, there is a strong tendency to promote it to more responsible tasks, until it reaches its level of incompetence.

Business is inherently altruistic — to profit, a business must add value to peoples lives and It must solve peoples problems. It does this while creating income and wealth for employees and owners. This is what I call a ‘Multiplicative Value Effect.

I put my hand over my face and took a breath, sliding my gaze over to him, trying to be sneaky about it so he couldn’t see me doing it. Who was this man? Not that I was complaining that he was actually talking to me and asking me things and trying to be nice, but…. “Why are you being such a pain in the ass about me going with you?” he asked all of a sudden, forcing my thoughts back. I stopped trying to be sneaky with my glances and just stared. “I’m not being a pain in the ass. You are.” I flexed my fingers, remembering this was my boss. “I say that with all the respect of you being an owner of Cooper’s and me being your employee, by the way. Please don’t fire me.” He shook his head, and I wasn’t sure if it was because he wasn’t going to fire me or if I was just getting on his nerves. Knowing Rip, it could be either.

When you have a business and people in a business that are feeling fulfilled because they're adding value to other peoples lives and they're making money because of that- you've got a win win win win win win situation - everybody's winning. Customers and clients are winning because their lives are improving with the services or products that the business provides them. Business managers owners and employees are winning because they're receiving compensation and a sense of fulfillment for the value they add. And because these two groups of people are winning, society as a whole is winning.

Living in a dense environment means a less stressful and time-consuming commute to work without the aid of a car. It's about a greater sense of community and partnership that naturally develops when you walk through a place and casually collide with neighbors. It's about feeling a sense of attachment to stores and bars and restaurants and their owners and employees. Frequently I will stop in to say a hello at a restaurant or store even if I'm not shopping or eating. It's about using a compact life to reduce environmental impact. For me, it boils down to this: a place you walk through is a place you know and love.

Conservatism, then, is not a commitment to limited government and liberty—or a wariness of change, a belief in evolutionary reform, or a politics of virtue. These may be the byproducts of conservatism, one or more of its historically specific and ever-changing modes of expression. But they are not its animating purpose. Neither is conservatism a makeshift fusion of capitalists, Christians, and warriors, for that fusion is impelled by a more elemental force—the opposition to the liberation of men and women from the fetters of their superiors, particularly in the private sphere. Such a view might seem miles away from the libertarian defense of the free market, with its celebration of the atomistic and autonomous individual. But it is not. When the libertarian looks out upon society, he does not see isolated individuals; he sees private, often hierarchical, groups, where a father governs his family and an owner his employees. 40

This “success” had a political price, in Hungary as everywhere else. In practice, nationalization had very little effect on the daily lives of ordinary workers: they were paid the same wages, did the same work, had the same grievances. What difference did it make if their foremen worked for a capitalist or for the Ministry of Industry? Buoyed by consciousness of the rightness of his cause—he was an employee of “the people” after all—a state manager might even be more arrogant than a private owner. Instead of making the communist party more popular, nationalization often made workers more wary and even led in some places to strikes.

The pity is that many Americans outside the elite bubbles know exactly what’s wrong, but our leaders seem determined to do nothing about it. Any attempt to cut the government chains and anchors off businesses so they can get back to growing, innovating, and creating jobs is demagogued as “tax breaks for the rich” or “favors for the one-percenters.” Never mind that many of those who would benefit are small-business owners who’ve been decimated over the past few years, first by the economic meltdown, then by government policies put in place to “fix” it. The money printed by the Fed to keep the economy pumped up flows to Wall Street, not Main Street, so small businesses aren’t borrowing it to pay for expansion. Even if they wanted to expand, about a third of all U.S. workers are employed by businesses with fifty or fewer employees, and Obamacare insures that if they hire a fifty-first, they’ll face crippling new costs for mandated health care.

THREE COMMUNICATION LESSONS FROM THE MOST FASCINATING BRANDS       1.   Don’t focus on how you are similar to others, but how you are different. Leading brands stand out by sharpening their points of difference. The more clearly and distinctly a brand can pinpoint its differences, the more valuable it becomes. If a brand can carve out a very clear spot in people’s minds, the product or service ceases to be a commodity. As we’ll see in Part II, different personality Advantages can be more valuable than similar ones. 2.   Your differences can be very small and simple. The reality is, most products are virtually indistinguishable from their competitors. Yet a leading brand can build a strong competitive edge around very minor differences. Similarly, you don’t need to be dramatically different than everyone else—your difference can be minute, as long as it is clearly defined. The more competitive the market, the more crucial this becomes. 3.   Once you “own” a difference, you can charge more money. People pay more for products and people who add distinct value in some way. And just as customers pay more for fascinating brands, employers pay higher salaries for employees who stand out with a specific benefit. If you are an entrepreneur or small business owner, your clients and customers will have a higher perceived value of your time and services if they can clearly understand why you are different than your competitors. The more crowded the environment, the more crucial these lessons become.

give a credit. Or whatever else we think is best.” Like 140 or so of her fellow employees, Michelle was an owner of ECCO. She was a member of the employee stock ownership plan (ESOP) that controlled 58 percent of the company’s stock. When I met her, her stake was worth $12,000. More important, she felt like an owner and believed she was treated like one. She had a lot of direct contact with the CEO, Ed Zimmer. Among other things, he held a regular monthly lunch with all the people who had a birthday that month, and they talked about themselves and the company and whatever else they wanted to discuss.

That’s why when you read an announcement by a corporation executive or a business proprietor that the average pay of the people who work in his establishment is so much, the figure may mean something and it may not. If the average is a median, you can learn something significant from it: Half the employees make more than that; half make less. But if it is a mean (and believe me it may be that if its nature is unspecified) you may be getting nothing more revealing than the average of one $45,000 income—the proprietor’s—and the salaries of a crew of underpaid workers. “Average annual pay of $5,700” may conceal both the $2,000 salaries and the owner’s profits taken in the form of a whopping salary.

Why should anyone trust a government that has condoned torture, spied on at least thirty-five world leaders, supports indefinite detention, places bugs in thousands of computers all over the world, kills innocent people with drone attacks, promotes the post office to log mail for law enforcement agencies and arbitrarily authorizes targeted assassinations? Or, for that matter, a president that instituted the Insider Threat Program, which was designed to get government employees to spy on each other and ‘turn themselves and others in for failing to report breaches,’ which includes ‘any unauthorized disclosure of anything, not just classified materials.’” Some say this program was designed to turn government employees, such as your postman, into an army of snitches. The

Finally, we arrive at the question of the so-called nonpolitical man. Hitler not only established his power from the very beginning with masses of people who were until then essentially nonpolitical; he also accomplished his last step to victory in March of 1933 in a "legal" manner, by mobilizing no less than five million nonvoters, that is to say, nonpolitical people. The Left parties had made every effort to win over the indifferent masses, without posing the question as to what it means "to be indifferent or nonpolitical." If an industrialist and large estate owner champions a rightist party, this is easily understood in terms of his immediate economic interests. In his case a leftist orientation would be at variance with his social situation and would, for that reason, point to irrational motives. If an industrial worker has a leftist orientation, this too is by all mean rationally consistent—it derives from his economic and social position in industry. If, however, a worker, an employee, or an official has a rightist orientation, this must be ascribed to a lack of political clarity, i.e., he is ignorant of his social position. The more a man who belongs to the broad working masses is nonpolitical, the more susceptible he is to the ideology of political reaction. To be nonpolitical is not, as one might suppose, evidence of a passive psychic condition, but of a highly active attitude, a defense against the awareness of social responsibility. The analysis of this defense against consciousness of one's social responsibility yields clear insights into a number of dark questions concerning the behavior of the broad nonpolitical strata. In the case of the average intellectual "who wants nothing to do with politics," it can easily be shown that immediate economic interests and fears related to his social position, which is dependent upon public opinion, lie at the basis of his noninvolvement. These fears cause him to make the most grotesque sacrifices with respect to his knowledge and convictions. Those people who are engaged in the production process in one way or another and are nonetheless socially irresponsible can be divided into two major groups. In the case of the one group the concept of politics is unconsciously associated with the idea of violence and physical danger, i.e., with an intense fear, which prevents them from facing life realistically. In the case of the other group, which undoubtedly constitutes the majority, social irresponsibility is based on personal conflicts and anxieties, of which the sexual anxiety is the predominant one. […] Until now the revolutionary movement has misunderstood this situation. It attempted to awaken the "nonpolitical" man by making him conscious solely of his unfulfilled economic interests. Experience teaches that the majority of these "nonpolitical" people can hardly be made to listen to anything about their socio-economic situation, whereas they are very accessible to the mystical claptrap of a National Socialist, despite the fact that the latter makes very little mention of economic interests. [This] is explained by the fact that severe sexual conflicts (in the broadest sense of the word), whether conscious or unconscious, inhibit rational thinking and the development of social responsibility. They make a person afraid and force him into a shell. If, now, such a self-encapsulated person meets a propagandist who works with faith and mysticism, meets, in other words, a fascist who works with sexual, libidinous methods, he turns his complete attention to him. This is not because the fascist program makes a greater impression on him than the liberal program, but because in his devotion to the führer and the führer's ideology, he experiences a momentary release from his unrelenting inner tension. Unconsciously, he is able to give his conflicts a different form and in this way to "solve" them.

I know of a restaurant that served a fantastic clam chowder and was packed with customers every day at lunchtime. Then the business was sold, and the new owner focused on golden eggs—he decided to water down the chowder. For about a month, with costs down and revenues constant, profits zoomed. But little by little, the customers began to disappear. Trust was gone, and business dwindled to almost nothing. The new owner tried desperately to reclaim it, but he had neglected the customers, violated their trust, and lost the asset of customer loyalty. There was no more goose to produce the golden egg. There are organizations that talk a lot about the customer and then completely neglect the people that deal with the customer—the employees. The PC principle is to always treat your employees exactly as you want them to treat your best customers.

Doing things the right way, giving guys accolades for that. It’s important. In Burger King we used to call it taking a walk. Taking a walk means you get out of your office and walk around the restaurant. You walk outside and look for trash. Is the dining room clean? Are your employees dressed properly? Are they smiling? Are the lights on? We all need to take a walk more often. Just look around and say, ‘Is everything right? Is everything the way it should be? Are we giving ourselves the best chance to have success?’ And if we are, then what’s wrong with going up to that person that has that area cleaned up, and is focused, with a smile on their face, and saying, ‘Hey, I want you to know I appreciate it.’ If there’s one thing I learned as an owner, it’s that the players, people that work for you, they’re the ones that are going to make you successful.” Plank bought

Re-Read Your Vision And if you don’t have one, write it. A vision is a document that describes how you picture your life in a given timeframe (say, one year). However, you don’t necessarily have to write a vision describing every little aspect of your life (although it’s a powerful motivator, too). You can write a short vision describing the achievement of a single goal. Use images and videos to make your vision stronger and more appealing. For instance, if you want to lose weight and become fitter, find a picture of a person who looks the way you’d like to look. Describe how you feel, how strong you are, and how often you exercise. If you want to build a successful business, find images of things or experiences you’ll buy with the money your business will generate. Write down the vision of how your business serves its clients, how your employees feel about it, and how you feel as the owner. If you want to get a new job, make a list of your dream employers. Find pictures of their offices and other images that will motivate you to keep looking for a new job.

What is a “pyramid?” I grew up in real estate my entire life. My father built one of the largest real estate brokerage companies on the East Coast in the 1970s, before selling it to Merrill Lynch. When my brother and I graduated from college, we both joined him in building a new real estate company. I went into sales and into opening a few offices, while my older brother went into management of the company. In sales, I was able to create a six-figure income. I worked 60+ hours a week in such pursuit. My brother worked hard too, but not in the same fashion. He focused on opening offices and recruiting others to become agents to sell houses for him. My brother never listed and sold a single house in his career, yet he out-earned me 10-to-1. He made millions because he earned a cut of every commission from all the houses his 1,000+ agents sold. He worked smarter, while I worked harder. I guess he was at the top of the “pyramid.” Is this legal? Should he be allowed to earn more than any of the agents who worked so hard selling homes? I imagine everyone will agree that being a real estate broker is totally legal. Those who are smart, willing to take the financial risk of overhead, and up for the challenge of recruiting good agents, are the ones who get to live a life benefitting from leveraged Income. So how is Network Marketing any different? I submit to you that I found it to be a step better. One day, a friend shared with me how he was earning the same income I was, but that he was doing so from home without the overhead, employees, insurance, stress, and being subject to market conditions. He was doing so in a network marketing business. At first I refuted him by denouncements that he was in a pyramid scheme. He asked me to explain why. I shared that he was earning money off the backs of others he recruited into his downline, not from his own efforts. He replied, “Do you mean like your family earns money off the backs of the real estate agents in your company?” I froze, and anyone who knows me knows how quick-witted I normally am. Then he said, “Who is working smarter, you or your dad and brother?” Now I was mad. Not at him, but at myself. That was my light bulb moment. I had been closed-minded and it was costing me. That was the birth of my enlightenment, and I began to enter and study this network marketing profession. Let me explain why I found it to be a step better. My research led me to learn why this business model made so much sense for a company that wanted a cost-effective way to bring a product to market. Instead of spending millions in traditional media ad buys, which has a declining effectiveness, companies are opting to employ the network marketing model. In doing so, the company only incurs marketing cost if and when a sale is made. They get an army of word-of-mouth salespeople using the most effective way of influencing buying decisions, who only get paid for performance. No salaries, only commissions. But what is also employed is a high sense of motivation, wherein these salespeople can be building a business of their own and not just be salespeople. If they choose to recruit others and teach them how to sell the product or service, they can earn override income just like the broker in a real estate company does. So now they see life through a different lens, as a business owner waking up each day excited about the future they are building for themselves. They are not salespeople; they are business owners.

A young man sought employment on a farm. He handed a letter to his potential employer that read, “He sleeps in a storm.” The desperate owner needed help, so he hired the young man despite his enigmatic letter. Several weeks passed and, in the middle of the night, a powerful storm ripped through the valley. Awakened by the storm, the owner jumped out of bed. He called for his new employee, but the man was sound asleep. The owner dashed to the barn and to his amazement, the animals were safe with plenty of food. He hurried to the nearby field only to see that the bales of wheat were already bound and wrapped in tarpaulins. He ran to the silo. The doors were latched and the grain was dry. And then the owner understood, “He sleeps in a storm.” “My friends, if we tend to the things that are important in life, if we are right with those we love and behave in line with our faith, our lives will not be cursed with the aching throb of unfulfilled business. Our words will always be sincere, our embraces will be tight. We will never wallow in the agony of “I could have, I should have.” We can sleep in a storm. And when it’s time, our good-byes will be complete.

Effective leadership begins with having the right mind-set; in particular, it begins with having an ownership mind-set. This means a willingness to put oneself in the shoes of a decision maker and think through all of the considerations that the decision maker must factor into his or her thinking and actions. Having an ownership mind-set is essential to developing into an effective leader. By the same token, the absence of an ownership mind-set often explains why certain people with great promise ultimately fail to reach their leadership potential. An ownership mind-set involves three essential elements, which I will put in the form of questions: •  Can you figure out what you believe, as if you were an owner? •  Can you act on those beliefs? •  Do you act in a way that adds value to someone else: a customer, a client, a colleague, or a community? Do you take responsibility for the positive and negative impact of your actions on others? These elements are not a function of your formal position in an organization. They are not a function of title, power, or wealth, although these factors can certainly be helpful in enabling you to act like an owner. These elements are about what you do. They are about taking ownership of your convictions, actions, and impact on others. In my experience, great organizations are made up of executives who focus specifically on these elements and work to empower their employees to think and act in this way.

went to her workshop three times a week to paint with Kirsten. She rarely frequented the Lark House dining room, preferring to eat out at local restaurants where the owners knew her, or in her apartment, when her daughter-in-law sent the chauffeur around with one of her favorite dishes. Irina kept only basic necessities in her kitchen: fresh fruit, oatmeal, whole-grain bread, honey. Alma and Seth often invited Irina to their ritual Sunday lunch at Sea Cliff, where the family paid the matriarch homage. To Seth, who had previously used any pretext not to arrive before dessert—for even he was unable to consider not putting in an appearance at all—Irina’s presence made the occasion infinitely more appealing. He was still stubbornly pursuing her, but since he was meeting with little success he also went out with previous girlfriends willing to put up with his fickleness. He was bored with them and did not succeed in making Irina jealous. As his grandmother often said and the family often repeated, why waste ammunition on vultures? It was yet another enigmatic saying often used by the Belascos. To Alma, these family reunions began with a pleasant sense of anticipation at seeing her loved ones, particularly her granddaughter, Pauline (she saw Seth frequently enough), but often ended up being a bore, since every topic of conversation became a pretext for getting angry, not from any lack of affection, but out of the bad habit of arguing over trivialities. Seth always looked for ways to challenge or scandalize his parents; Pauline brought to the table yet another cause she had embraced, which she explained in great detail, from genital mutilation to animal slaughterhouses; Doris took great pains to offer her most exquisite culinary experiments, which were veritable banquets, yet regularly ended up weeping in her room because nobody appreciated them; good old Larry meanwhile performed a constant balancing act to avoid quarrels. The grandmother took advantage of Irina to dissipate tension, because the Belascos always behaved in a civilized fashion in front of strangers, even if it was only a humble employee from

Cool Merchandise You Can Get from a Scary House Manufacturer Watching your employees working as team for your business is always a very satisfying feeling. If you are horror house owner, you can watch your employees working together and feel the same satisfaction. There is always a true relationship between employee and employer. Dress code plays a great role in binding your employees together and with your business as well. You can ask your scary house manufacturer to provide you some personalized merchandise that your employees will relish to have. Most of the horror house merchandises are personalized therefore you have option to design it of your own. To encourage your employees, you can seek their suggestion for designing of the logo, style or design for various merchandises. Merchandise You Can Get for Your Horror House There are few items which each of your employees will surely like and we are including only those merchandises in this list, Employee’s Identity cards – When you have setup a business, all your employee should look like working in a group and not like individuals. You can ask for employee’s identity card from your scary house manufacturer and hold your employee as a team. T-Shits with company logo – Design your company logo. If possible take inputs of employees in designing and creating logo. Print it on a plain t-shirt and it becomes a brand identity of your company. There are some other cool things that not only show the brand identity of scary house manufacturer but are very helpful for their horror house operations. These include Tyvek Tickets, Queue Manager, personalized display stands, etc. horrorhouse.in

the U.S. is on the precipice of a permanent shift that threatens to transform the country from a thriving, diverse community of religious believers who share a marketplace and a public square into a collection of separate mini-theocracies, where we are more concerned about the religion of the person sitting next to us than the fact that he or she is a fellow American, where an employee needs to know the religion of a Fortune 500 company's owners to know what the health coverage will be, and where goods are tagged with religious identity.

Located on 9th Avenue in New York City, B& H Photo is the largest non-chain photo and video equipment store in the United States and the second largest in the world —only Yodobashi Camera in downtown Tokyo is bigger. The owners, along with many of their employees, are Hasidic Jews who dress just as their eighteenth-century ancestors did in Eastern Europe. On any given day, 8,000 to 9,000 people pass through the front door. Yet 70 percent of their business is online, serviced by a 200,000-square-foot warehouse located nearby in Brooklyn. Even in a competitive marketplace, B& H won’t conduct business on the Sabbath or on about a half-dozen Jewish holidays during the year. They close their doors at 1 p.m. on Fridays and keep them closed all day Saturday, the biggest shopping day of the week. During Sabbath, customers can peruse the B& H website, but they can’t make an online order. Recently a customer asked the B& H director of communications how they could close not just the retail store but also the website on Black Friday, the day after Thanksgiving and the busiest shopping day of the year. The director simply replied, “We respond to a higher authority.” 17

Dance with me, Sasha." "I'm working, Mr. Ferraro, and according to the employee manual, we are not allowed to fraternize with the owners. If this is a test to see if I read the rules, I can assure you, I have." Giovanni and Sasha, Shadow Keeper

It is a regrettable fact that whenever a person works for hire the employer begins to see all the hired hand’s efforts as an extension of themselves. Whether rightly justified or not, owners, managers, and bosses only perceive their subservient employees as a separate identity whenever they make a mistake. When all is well and successes roll in, it is a natural as rain for superiors to accept the credit for their underlining’s efforts. Over an extended period, even the most sensitive of overseers can take a dutiful servant for granted. Likewise, a loyal servant can slowly subsume their psychological individuality by constantly addressing their master’s wants and needs.

1—the existence of politically and legally free men; 2—the fact that free men (workers and employees) sell their labor to the owner of capital on the labor market, by contract; 3—the existence of the commodity market as a mechanism by which prices are determined and the exchange of the social product is regulated; 4—the principle that each individual acts with the aim of seeking a profit for himself, and yet that, by the competitive action of many, the greatest advantage is supposed to accrue for all.

Employees producing mediocre returns for owners should expect their pay to reflect this shortfall,

You and your lieutenants need to embrace the principle of “Owning Your Own Space.” Under this principle, all employees in a large company view themselves as the owners of a small business. I’ll show you later exactly how to implement this principle, but here’s the gist of it: after setting clear goals for a project, give your employees broad discretion to decide how best to achieve these goals—and then get out of their way. This creates the right environment for your employees to do their best work, and it frees up time for you to focus on your highest Objectives and Targets.

Wildly Popular House Buying Strategy In A Competitive Environment It is important for the success of any real estate consulting company to have customers who are happy with their services. Customers who are unhappy with your real estate services business will stop buying your goods and will supply your business with a bad name. To guarantee that your business receives positive reviews, be certain to give your customers the best quality service. We've great ideas about how to create potential customers and keeping current ones satisfied. Each new employee you bring into your real estate services business could have long-lasting repercussions, so choose them carefully. Prior to inviting someone to join you, be certain that he or she's going to be capable of performing the duties the job will require, and that he or she's certified in any way needed. Whenever a new employee joins your business, you should see that they receive thorough training and could complete the tasks assigned to them. Successful companies have happy staff members that need to help you succeed; they tend to be the product of ongoing training. A real estate services business that hopes to be competitive in today's business world should have a professionally designed website. As a responsible business owner, you have to hire a professional website designer to build your site if you don't have the necessary skills to do it yourself. The appearance of your website is vital to its success, so be sure to use visually appealing templates and images that support your content. Never discount the importance of virtual retailing to your real estate consulting company's success; today's business climate requires that all companies establish and maintain a strong and authoritative web presence. Don't give in to complacency, even though your real estate consulting company is doing well. House buying experts universally believe that the very best time to expand your company is when you are gaining momentum. When you have dedication to the project, you could build a successful company. If your company could learn to embrace changes in the marketplace and always strive for something better, you will get through a lot of tough times.

Tax systems are essentially the mechanisms by which societies decide what people have to share with each other versus what they can keep for themselves. Instead of taxing production and consumption, we can simply capture land value instead. Maxim: Keep what you earn, pay for what you use. In such a system, employees, consumers, business owners, business investors, homeowners, farmers and even retirees would be better off. Only those who use land inefficiently or seek to profit from it directly would lose - land speculators, banks, mining companies, extractive industries.

Media City, Dubai, UAE – Kazema Portable Toilets, one of the leading suppliers of plastic portable toilets, GRP portable toilets and sinks, and other portable sanitation equipment today, this week excitedly announced they have been named a finalist for their entry into the “RSA Customer Focus of the Year Award’ at the Gulf Capital SME Awards 2017. With all portable products being made from high quality, durable materials that can withstand the demands of sanitation, Kazema Portable Toilets carries a wide variety of ancillary products and accessories designed to assist business owners in earning more. Now in its 6th year as a regarded small to mid-sized business recognition awards ceremony, the SME Awards proudly identify startups, innovative SMES with exemplary products and services, SMEs which invest in their employees’ environment and customer strategy, and also the visionary entrepreneurs at the helm. “We’ve created a portable solution that is compatible with any business looking to add depth, expansion, and productivity to their operation,” said Raj, Founder and Owner of Kazema Portable Toilets. “We provide our clients with professional support worldwide that enables them to supply clients locally with our product, as well as harness it for widespread exportation.” Recognized for their high-stock, ready-to-use durable product today, Kazema Portable Toilets is one of the front-runners for their SME awards category. Kazema beat out hundreds in the category to be regarded as a finalist for their entrepreneurial solution to a problem every person encounters daily. “We are passionate about our work here at Kazema Portable Toilets, and we are honored to be named a finalist in such a reputable competition,” said Raj. “We want to thank SME for the recognition, and look forward to winning our category.

Until every team member views the company as an interdependent enterprise, you will never have an owner company.

When I was in his bar the other night, before I knew he was the owner, I couldn’t help but notice how diverse the employees were. That made me appreciate whoever the owner was. The other two bartenders, Razi and Roman, are both Black. One of the waitresses is Hispanic.

The relationship between employer and employee is permeated by the same spirit of indifference. The word “employer” contains the whole story: the owner of capital employs another human being as he “employs” a machine. They both use each other for the pursuit of their economic interests; their relationship is one in which both are means to an end, both are instrumental to each other. It is not a relationship of two human beings who have any interest in the other outside of this mutual usefulness. The same instrumentality is the rule in the relationship between the businessman and his customer. The customer is an object to be manipulated, not a concrete person whose aims the businessman is interested to satisfy. The attitude toward work has the quality of instrumentality; in contrast to a medieval artisan the modern manufacturer is not primarily interested in what he produces; he produces essentially in order to make a profit from his capital investment, and what he produces depends essentially on the market which promises that the investment of capital in a certain branch will prove to be profitable.

Limitation #4 – Specified Service Businesses Businesses that are in the accounting, legal, health, performing arts, actuarial, athletic, consulting, financial services and brokerage services do not qualify for the 20% pass-through business deduction unless the taxable income of the owner is less than $315,000 ($157,500 for single individuals). This limitation also applies to any business whose principal asset is the skill or reputation of one of the employees or owners, such as an independent contractor

If you do what the masses do, you get the following picture: As an employee who is also a homeowner, your working efforts are generally as follows: 1. You work for the company. Employees make their business owner or the shareholders rich, not themselves. Your efforts and success will help provide for the owner’s success and retirement. 2. You work for the government. The government takes its share from your paycheck before you even see it. By working harder, you simply increase the amount of taxes taken by the government. Most people work from January to May just for the government. 3. You work for the bank. After taxes, your next largest expense is usually your mortgage and credit-card debt.

When you need Security Guards Services Los Angeles, CA, the peace of mind business owners get is invaluable – particularly at high-at-risk facilities and divisions (for example, financial services, utilities, and high-tech facilities). With a full-service security system up and running, you will boost employee retention. By protecting your most precious assets, including your human resources, you and your team can focus on your actual purpose rather than worrying about your safety and Security Guards Services Los Angeles, CA. Contact information 11500 W. Olympic Blvd. Suite 400, Los Angeles, CA, 90064 (888) 990-0002 Info@ges.net

My goal was to make employees feel like owners and, in turn, to increase the amount of responsibility they took for the company’s success. However, opening company secrets to employees had another outcome: it made our workforce smarter. When you give low-level employees access to information that is generally reserved for high-level executives, they get more done on their own. They work faster without stopping to ask for information and approval. They make better decisions without needing input from the top.

Degradation of work. Compelling the people in an organization to focus their efforts on the narrow range of what gets measured leads to a degradation of the experience of work. Edmund Phelps, a Nobel Prize winning economist, claims in his book Mass Flourishing: How Grassroots Innovation Created Jobs, Challenge, and Change that one of the virtues of capitalism is its ability to provide “the experience of mental stimulation, the challenge of new problems to solve, the chance to try the new, and the excitement of venturing into the unknown.”9 That is indeed a possibility under capitalism. But those subject to performance metrics are forced to focus their efforts on limited goals, imposed by others, who may not understand the work that they do. For the workers under scrutiny, mental stimulation is dulled, they decide neither the problems to be solved nor how to solve them, and there is no excitement of venturing into the unknown because the unknown is beyond the measureable. In short, the entrepreneurial element of human nature—which extends beyond the owners of enterprises—may be stifled by metric fixation.10 One result is to motivate those with greater initiative and enterprise to move out of mainstream, large-scale organizations where the culture of accountable performance prevails. Teachers move out of public schools to private schools and charter schools. Engineers move out of large corporations to boutique firms. Enterprising government employees become consultants. There is a healthy element in this. But surely the large-scale organizations of our society are the poorer for driving out those most likely to innovate and initiate. The more that work becomes a matter of filling in the boxes by which performance is to be measured and rewarded, the more it will repel those who think outside the box.

Having a bank account in the United States or China won't make any difference as a business owner but people who don't have enough money and time to travel long distances and test the system for themselves, want to believe in illusions. Many banks are actually happy to steal people's money due to their nationality, like they did with Russian people now. And this while the masses consider it to be normal. Imagine if countries stole your money every time your government did something they don't like! Actually they do, which is why your government promises one thing before being elected and then does another. The employees of these governments and big companies are like little Nazis. They will simply repeat: it's the "policy of the company" or "it's the law". Nobody cares to question laws or policies because they think smart people are the ones who obey. Well, you will get nowhere in life by obeying a system that is manipulated against you, which is why so many frustrated people, seeing others in jet planes and traveling the world, are turning to crime and prostitution. This tendency will keep increasing. Yet if I tell people to learn to use a gun, they will say that a spiritual guru would never say such things. Well, I would never trust any guru or religious person who said to me to wait until someone knocks me off with a hammer or that I must accept the misfortunes of life as an opportunity to meditate on karma. As a matter of fact, that's exactly what I got in all religions where I sought answers to this problem, which means even religions have been corrupted by illusions and ignorance. They empower a very toxic demon around these lies called guilt. But this demon is kept alive with dogma.

battered and broken Thomas pleaded with Watson, as the new owner of his company, to be kind to a long-time devoted employee. Amos Thomas had been conquered.51

Because chains did away with the local proprietor, funneled money away from the local community, and traded skilled employees for stock boys and “order takers,” they were seen as waging a direct assault on the American way of life. Anti-chain protesters in the 1920s represented close to three hundred local and national organizations, comprising roughly 7 percent of the country’s population. Editorialists railed against the chains, as did many trade organizations. The National Association of Retail Druggists decried chain store owners as “privilege-seeking tycoons [and] would-be dictators.

Charles Koch did, this new effort carried its own slogan: “10,000 percent compliance,” meaning that employees obeyed 100 percent of all laws 100 percent of the time.II This slogan might have seemed banal, even empty, to Koch Industries employees in the beginning. There isn’t a company in America that doesn’t profess to obey the law. But the glib nature of the slogan was deceiving: it represented an entirely new way of operating. Koch Industries expanded its legal team and embedded them into the firm’s far-flung operations. Now if process owners like the managers at Pine Bend decided to release ammonia-laden water into nearby waterways, they often had to first consult with teams of Koch’s lawyers. Koch’s commodity traders consulted the legal team when devising new trading strategies. Teams of inspectors from the legal department descended on factories and threatened to shut them down if managers couldn’t prove that a valve had been properly inspected. The mandate to comply with the law was very real, and it served a strategic purpose. Koch would keep state and federal regulators off its property.

What did the company per se get out of it? Nothing, because a company was nothing. It was just an organization devised to help its employee-owners, nothing more.

Buffett had a strong view of how employees should be accountable to the business’s owners, and Marshall-Wells’ leadership did not seem to fit the bill. Management’s lackadaisical approach towards shareholders likely turned the young investor off. And he simply found other investments. At the end of 1950, Buffett owned stocks such as Parkersburg Rig & Reel and two closed-end funds: Selected Industries and U.S. & International Securities.40

Unlawful self-help by a landlord or owner is a crime in some circumstances. See Pen C §§418, 602.5. Penal Code §602.5 also provides that any person, other than specified public officers and employees, who enters a residence without the owner's consent while a resident or other person authorized to be in the dwelling is present, is guilty of aggravated trespass. Aggravated trespass is punishable by imprisonment in a county jail for up to a year, or by a fine up to $1000, or both.

You learn a great deal about a person when you purchase a business from him and he then stays on to run it as an employee rather than as an owner. Before the purchase the seller knows the business intimately, whereas you start from scratch. The seller has dozens of opportunities to mislead the buyer - through omissions, ambiguities, and misdirection. After the check has changed hands, subtle (and not so subtle) changes of attitude can occur and implicit understandings can evaporate. As in the courtship-marriage sequence, disappointments are not infrequent.” -1980 letter

The problem is: income inequality is getting greater. There is no denying that. But this is not a distinction between Owner / Employee. This is a distinction between those with the Rich Employee mindset versus those with the Poor Employee mindset.

The master had priorities other than maximizing the financial return on his possessions. One of those priorities, to gain honor, could be met by deemphasizing conventional patron-client relationships and instead practicing benefaction: While some modern people see it as unbelievable that a rich man would praise an employee for giving away his money, almost every scholar who employs the [ancient] honor-shame paradigm would dispute this. Many sociologically oriented critics have pointed to the frequency with which the rich engaged in benefactions and the spectacular amounts often involved as proof of their claim that honor is more important than money.12 Thus, from a first-century perspective it is entirely reasonable that the rich owner would commend the manager for his shrewd handling of the oikos resources.

The relationship between nurturance and moral self-interest can be seen most clearly in nurturant forms of business practice. It involves the humane treatment of employees, the creation of a safe and humane workplace, social and ecological responsibility, fairness in hiring and promotion, the building of a work community, the development of excellent communication between employees and management and between the company and its customers, opportunities for employee self-development, a positive role in the larger community, scrupulous honesty, a regard for one’s customers and for the public, and excellent customer service. Policies such as these have increased the productivity and success of many businesses. They are models of how Nurturant Parent morality can function to help businesses be successful and to allow owners, investors, and employees to seek their self-interest within this moral system. Moral

Why do we care about small businesses? Look, on one level, we care about the entrepreneurs--the Horatio Algers and the people working toward the American dream--but even more fundamentally, small businesses produce two-thirds of the new jobs in this country. If small businesses are suffering, jobs are suffering and America suffers.   ObamaCare is an absolute disaster for small businesses. Forty-one percent of small business owners have held off on plans to hire new employees, and 38 percent say they are holding off on plans to grow their businesses in direct response to the law.   By

Surprise Your Competition With These Carpet Cleaning Business In Oklahoma Ideas A strong carpet cleaning service business plan is a critical part of operating a successful business. You are risking everything you have put into your business by not doing your due diligence on a solid business plan. Your growing carpet cleaning service business will benefit from following our strategies. Regardless of whether you are an employee or the owner of the carpet cleaning service business, you are the face of the carpet cleaning company and need to project a positive image at all times when interacting with the public. You will want all customers who come into your business to feel at home and valued. It is essential that employee training includes skills on how to interact with the public and customer relations. Happy customers who'll spread the word through word of mouth are instrumental when it's about expanding your business. It does not mean you have achieved success just because you have reached certain carpet cleaning service business goals. You need to continue to set new goals if you want your business to continue to grow. You'll find that two great approaches to expand the business are by keeping up with new trends in your industry and by remaining strong-minded. If you continually try best to improve your business and follow market trends, you will certainly see your carpet cleaning service business grow. It requires constant dedication, day, and night, to operate a carpet cleaning service business. You should be ready to put in focus, persistence and a lot of time to make it work. Do not expect to be in a position to multitask in the beginning. Knowing when you are overwhelmed and being in a position to hand over some of your responsibilities to others can assist you in becoming a smart business owner. Each time a customer receives superb customer service, he'll most likely return for subsequent purchases. You must be consistent with your efforts to continually please your customers or they might be tempted to take their carpet cleaning service business elsewhere. It is just by setting and adhering to high standards for customer service that your customers will stay with you. The majority of your customers that are lost to your rivals turn towards them because they have a higher standard of customer service. To protect your carpet cleaning service business from legal issues, make it a point to turn in all appropriate legal forms on time and acquire a full understanding of the laws pertaining to your business. We recommend that you consult a lawyer who specializes in business law, even when you already have a basic understanding of business law. The most prosperous carpet cleaning service business can be impacted, or even closed, by an expensive trial. Establishing a working relationship with a lawyer who specializes in business law might be very helpful if you ever find yourself in a legal quandary.

When Jayne Juvan, a partner at the law firm Roetzel & Andress in Cleveland, Ohio, started using social media, very, very few lawyers used these tools. Because her profession is so conservative, many of the attorneys she interacted with didn't see the opportunity. After only a few months of blogging, Crain's Cleveland Business interviewed Juvan on the use of social media by lawyers. In her first year of practice, she landed a client via social media. That was a game changer, because her colleagues began to see her as an owner, not just an employee. When she started to land wins, it became harder to navigate her profession because the legal industry was quite competitive. But, as she shares, "I didn't back off, because I now knew how powerful social media was." Good thing. When she was a third- and fourth-year associate, in 2007 to 2008, the economy collapsed. Her class experienced deep layoffs across the industry, which she sidestepped, in part because of her social media efforts. Most of the accolades she has received can be traced to social media. When she was considered for promotion to partner, the fact that she was being followed by prominent professionals on Twitter bolstered her case in a major way, as the CEO saw the potential of these relationships. According to Catalyst, only 20 percent of partners in law firms are women, and only 16 percent of them have $500,000 worth of business or more.6 Jayne Juvan made partner at age thirty-two, and at thirty-four, her billing reports placed her in the small percentage of women with $500,000-plus of business. Once Juvan had acquired the basic competencies involved in practicing law, social media became her distinctive strength, propelling her into the partnership ranks at her law firm.

Take my advice and devise your goals in this order: the main business goal, your goals as the founder/owner, then goals for any employees that work for you. The main business goal is the vision. The individual goals you set for yourself and your employees should be building blocks, allowing you to achieve that vision. Your business’s overall goal might be to increase sales while offering unrivalled value for money to customers. You won’t necessarily be in charge of realizing the business’s goal all by yourself. Increasing sales might be left to those on the shop floor – those that actually do the selling. The

In Seattle, Washington, in 1971, Howard Schultz, the owner of a local coffee roasting and distribution company, noted the increasing affluence of the American public and their desire to receive gracious treatment in their daily activities. Schultz recognized that there was a market for small businesses featuring top quality coffee and an opportunity to relax in an attractive environment. To take advantage of these emerging Minitrends, Mr. Schultz initiated the very successful Starbucks chain which offers top quality coffee drinks in a friendly and relaxed atmosphere Starbucks has a long record of appreciating Minitrends, but failed to recognize the trend that more economically-stressed customers were beginning to opt for similar, lower-cost drinks offered by fast food restaurants such as McDonald’s. While still popular, in summer 2008, the Starbucks company announced the termination of 1,000 employees, and in November 2008, the company reported a 98 percent decline in profit for the third quarter of the year. To be more economically competitive, Starbucks has recently introduced a line of instant coffee.

Jared Dullum as a owner of Ross Pittman have the personnel and employees to assist someone capitalist or massive investment teams realize, acquire, rehab, stabilize, manage and eventually sell your properties if that's the goal of the capitalist or cluster.

Smaller firms are more often organized by project, larger ones by function. That is, owners of small firms tend to appoint one individual to be in charge of each project, with the group working on that project responsible for all aspects of it—financing, construction, marketing, leasing, and general management. In large firms, on the other hand, one group is responsible for each key function across all projects.3 In some organizations, employees report to two different managers, one responsible for function and the other for

On the other hand, when the labor unions spoke, people listened. This was because if people didn’t listen, they would get pummeled by goons, who were twice as big as the person getting beaten down. Gary witnessed this first hand, a week after he began to help. He accompanied them to a convenience store, where they were looking for the store owner to convince him to pay his employees more than just minimum wage. Gary was told to shut off the video cameras recording everything inside the store. He went over to the store clerk behind the counter, and threatened the clerk with bodily harm, to get the clerk to reveal where the camera was so that it could be turned off. The clerk immediately told him, so Gary found the camera and turned it off. He also told the clerk to not bother calling the police, because the police weren’t going to be coming anyway.

The store owner was stocking the shelves, when he was approached by the menacing and imposing union goons, who were holding baseball bats in their hands. The store owner clearly gulped, looked at both men with a scared look, and then he asked, “What do you want?” “We need you to pay us some protection money, and pay your employees much better than you’re currently paying them. Or else.” “I can’t. I don’t make enough to pay some idiotic protection money, and I’m paying my employees more than minimum wage as it is, a couple of dollars more would put me out of business. You know this is illegal, right?” “Illegal? Says who? Hey Gary, do you think this is illegal?” Gary began to laugh, “Um, nope, don’t think it’s illegal. Go ahead and do what you plan on doing, Mark, I won’t stand in your way,

looting is a hard-won and dangerous act with potentially terrible consequences, and looters are only stealing from the rich owners’ profit margins. Those owners, meanwhile, especially if they own a chain like KwikTrip, steal forty hours every week from thousands of employees who in return get the privilege of not dying for another seven days.

Nothing creates a sense of ownership in employees more than treating them like owners.

the gay rights agenda must trump religious freedom concerns. To wit, Feldblum has authored the Employment Non-Discrimination Act (ENDA) which turns some people into federally protected minorities based solely on their sexual orientation. ENDA was on a fast-track for passage in 2009, but then Democrats lost control of the House of Representatives and the act stalled. If passed, ENDA would affect every business owner and religious institution in America with 15 or more employees. It would make it a crime for Christian groups

I’d be twenty-seven and well on my way to becoming the proud, naive owner of a business with no plan, no employees, and no product.

We went around the table one after the other after the other. Over half of the small business owners around that table said to me: Ted, the single biggest obstacle I face in my business is ObamaCare. Hands down, not even close, there is nothing that comes close.   It was striking. Of those 20, there were probably 4 or 5 of them who relayed some version of this same story. One was the fellow who owned the restaurant we were meeting in. He said: You know, we have a great opportunity to expand our business. I have an opportunity to make the restaurant even bigger, expand it, and from a business perspective, this opportunity looks good. But he said: You know, we have got between 20 and 30 employees. If we expand the business we will go over 50. And if we go over 50, we are subject to ObamaCare. If that happens, I will go out of business. So you know what. I am not pursuing the expansion. I am not going to do it. We are going to stay the size we are.   One person after another around the table said the same thing. They had 30 employees, 35, 40 employees. They had great opportunities to go open another location, expand into a new aspect. One after the other said: We will not do it, because if we get over 50 employees, ObamaCare will bankrupt us.   I

Another small business owner around that table owned several fast food restaurants. She had a problem. She owned enough fast food restaurants that she had over 50 employees. I will mention the restaurant business and the fast food business side in particular is quite labor dependent. I doubt if there is a sector in this economy that has been hurt more than the labor in the fast food business. But her problem was she had enough stores so she was over 50 employees, so that strategy wouldn't work for her. She described how she has already forcibly reduced the hours of every one of her employees to 29 hours per week.   I will tell you this woman almost began to tear up. She was emotional. She was not happy about this, to put it mildly. She said: Listen, we have been in business a long time. Many of these employees we have known 10 or 20 years. These are single moms. These are people--look, if you are working in a fast food restaurant you are not at the pinnacle of your career. You are struggling to pay the bills. These are single moms who are working hard and they can't feed their kids on 29 hours a week. But, you know, they can't feed their kids if I go out of business either. If we are subject to ObamaCare, we go out of business.   Why

You learn a great deal about a person when you purchase a business from him and he then stays on to run it as an employee rather than as an owner.

own. Save a parrot’s tree. Save ten. Without our help, without needed legislative protection and worldwide consciousness-raising on their behalf, parrots will be lost in short years to come. It is fitting to end this book with this succinct summation from Wayne Pacelle, president of the Humane Society of the United States:   We are at an odd moment in history. There are more people in this country sensitized to animal protection issues than ever before. The Humane Society of the United States alone has 8 million members, and in addition, there are more than 5,000 other groups devoted to animal protection. At the same time, there are more animals being harmed than ever before—in industrial agriculture, research and testing, and the trade in wild animals. It is pitiful that our society still condones keeping millions of parrots and other wild birds as pets—wild animals that should be free to fly and instead are languishing in cages, with more being bred every day. It’s an issue of supply and demand and it’s also an issue of right and wrong. Animals suffer in confinement, and we have a moral obligation to spare them from needless suffering. Every person can make a difference every day for animals by making compassionate choices in the marketplace: don’t buy wild animals as pets, whether they are caught from the wild or bred in captivity. If we spare the life of just one animal, it’s a 100% positive impact for that creature. If we can solve the larger bird trade problem, it will be 100% positive for all parrots and other wild birds in the U.S. and beyond our borders. I believe we will look back in 50 -75 years and say “How could we as a society countenance things like the decades long imprisonment of extraordinarily intelligent animals like parrots?” Acknowledgments For this work, which took more than two and a half years to research and write, I amassed thousands of documents and conducted several hundred interviews with leading scientists, environmentalists, paleontologists, ecological economists, conservationists, global warming experts, federal law enforcement officers, animal control officers, avian researchers, avian rescuers, veterinarians, breeders, pet bird owners, bird clubs, pet bird industry executives and employees, sanctuaries and welfare organizations, legislators, and officials with the Convention on International Trade in Endangered Species of Wild Fauna and Flora (CITES), and other sources in the United States and around the world.

Some businesses take a unique approach to this. Footwear brand Toms, already beloved thanks to its renowned blend of “social purpose” and product, forgoes splashy celebrity marketing campaigns. Instead, they engage and elevate real customers. During the summer of 2016, Toms engaged more than 3.5 million people in a single day using what they call tribe power. The company tapped into its army of social media followers for its annual One Day Without Shoes initiative to gather millions of Love Notes on social media. However, Toms U.K. marketing manager Sheela Thandasseri explained that their tribe’s Love Notes are not relegated to one day. “Our customers create social content all the time showing them gifting Toms or wearing them on their wedding day, and they tag us because they want us to be part of it.”2 Toms uses customer experience management platform Sprinklr to aggregate interactions on Facebook, Instagram, and Twitter. Toms then engages in a deep analysis of the data generated by its tribe, learning what customers relish and dislike about its products, stores, and salespeople so they can optimize their Complete Product Experience (CPE). That is an aggressive, all-in approach that extracts as much data as possible from every customer interaction in order to see patterns and craft experiences. Your approach might differ based on factors ranging from budget limitations to privacy concerns. But I can attest that earning love does not necessarily require cutting-edge technology or huge expenditures. What it does require is a commitment to delivering the building blocks of lovability that I reviewed in the previous chapter. Lovability begins with a mindset that makes it a priority. The building blocks are feelings — hope, confidence, fun. If you stack them up over and over again, eventually you will turn those feelings into a tower of meaningful benefits for everyone with a stake in your business, including owners, investors, employees, and customers. Now let’s look more closely at those benefits and the groups they affect.

We’ve found that trusting people to do the right thing generally results in them doing the right thing. Allowing people to reward one another facilitates a culture of recognition and service, and is a way to show employees that they should be thinking like owners rather than serfs.

There are many ways to earn the love of employees. Hamdi Ulukaya, founder of multi-billion dollar yogurt maker Chobani, made headlines when he awarded his two thousand full-time employees stock worth up to 10 percent of the company’s value when it goes public or is sold. Ulukaya said in a letter to staff, “This isn’t a gift. It’s a mutual promise to work together with a shared purpose and responsibility. To continue to create something special and of lasting value.”3 Apart from making instant global news, the stock award was also a shrewd business move. Research from The University of Pennsylvania shows that employee-owned companies — even ones in which employees are minority owners — outperform their competitors.4 It is true that Ulukaya now has a slightly smaller stake in Chobani. But it is likely worth a lot more, especially when you consider this research and how employee owners are incentivized to work harder toward the success of the business.

Everyone can’t be owners unless everyone’s influence and empowerment is equal.

But Elliott found no signs of “Christian civilization” on Paint Creek, for there, he observed, the mine owners’ quest for “dividends” had led to the degradation and impoverishment of their employees. “God does not walk in these hills,” the general concluded. “The devil is here in these hills, and the devil is greed.

London in those years was a thieves’ paradise. There was no citywide police force: The London Metropolitan Police Department would be established only in 1829. The patchwork of local watchmen, marshals and constables that patrolled the city in Wild’s day proved eminently bribable: Thieves often sold their plunder directly to them, at an attractive discount, which kept them safe from the hangman’s noose. Capitalizing on prevailing conditions, Wild began to gather London’s foremost thieves around him. He set up shop in the parlor of a London tavern, where he presided over the boldly named “Office for the Recovery of Lost and Stolen Property.” Suppose an English gentleman awoke one morning to find his gold watch and silver snuff box missing. Calling on Wild in his “office,” he would be informed that Wild “had an idea where the goods might be found, or at least who it was that had possession of them,” and that they could soon be returned to their rightful owner—for a fee. “If the person questioned Wild’s integrity, or asked how he should know so much about the theft, Wild answered ‘that it was meerly Providential; being, by meer Accident, at a Tavern, or at a Friend’s House in the Neighbourhood, [he] heard that such a Gentleman had his House broken open, and such and such Goods Stolen, and the like.’ ” Needless to say, Wild knew exactly where the goods were, because they’d been stolen by one of his own employees. What he’d done, in short, was to perfect a kind of property-kidnapping for ransom. The system proved so effective that he did not hesitate to target some of the country’s wealthiest men and women.

Success is defined as having a turnkey, systems-dependent business that serves as a vehicle for all the people it touches: the owners, the employees, and the community.

In the course of his IL-2 investigation, Dr. Fishbein stumbled on another awkward fact: Anthony Fauci personally owned patents to IL-2 and stood to make millions in royalties if the treatment won FDA approval. Dr. Fishbein was shocked: “Dr. Fauci had a personal financial interest in the drug being tested! He was listed as a co-owner on the patent for Proleukin, and stood to earn royalties from it!” According to little-known HHS rules at that time, NIH employees could collect unlimited royalty payments from drugs they worked on during their agency tenures.51 Dr. Fishbein found it stunning that Dr. Fauci stood to personally gain significant revenues, providing HHS green-lighted Proleukin.

there are today three types of PACs: The first is “separate segregated funds” (SSFs) that are attached to corporations and unions, and which may solicit contributions only from employees, stockholders, owners, or members. Major corporations such as Ebay and Microsoft, as well as large unions like the AFL-CIO typically have SSFs. The second is “non-connected” PACs that are not affiliated with a corporate or labor interest, and that solicit contributions from the public at large in support of a common value. For example, EMILY’s List, whose name is an acronym for “Early Money Is Like Yeast,” helps women candidates “rise” by providing them with funding to jumpstart their campaigns. EMILY’s List may accept contributions from anyone willing to donate to the cause. Finally, “leadership PACs” are established by federal officeholders to help other candidates get elected. When members of Congress do not face a strong challenge in their own reelection campaigns, for instance, they can channel part of their war chest to other candidates via a Leadership PAC.

Ba was forced to play a role he never wanted. A widow with four children and now the owner of two nail salons with no employees. He was forced to become the glue that only Má could be. It was only inevitable that everything would fall apart.

We often work with business owners who, out of comfort, expedience or simply ignorance, choose the wrong person for the job. For example, an owner might make their top-performing salesperson sales manager in spite of that employee lacking the skills to manage a team. This seldom ends well for anyone.

How could she have prototyped her idea? She could have tried catering first—an easy business to start up and shut down (no rent, few employees, super-portable, no regular hours). She could have gotten a job bussing tables at an Italian deli to have a good look at the dirty end of the job, not just the sexy menu planning. She could have interviewed three happy and three grumpy deli-café owners to learn which group she was more like.

Meanwhile, the chain cut back on a lot of what might have helped deter shoplifting. Lee Scott, Walmart’s chairman from 2000 to 2009—the years when the opiate addiction crisis was gathering force—came in to boost profits by cutting costs. Workers already weren’t paid a lot. Under Scott, Walmart stores cut staff on the floor and greeters at the entrances, all of which deterred crime. It seemed to me that their store design already encouraged shoplifting, with dimmer lights compared to other stores, no videos in restrooms or at blind corners. With automatic cashiers at the exits, shoppers could spend an entire outing at Walmart and not see an employee. In a good many towns, Walmart was the only store. In others, it was one of the few, coexisting with a supermarket, maybe a Big Lots or a JCPenney. Either way, I found, no chain had a reputation among drug users for being easier to rip off than Walmart. I heard this over and over. They avoided Target because of its wider aisles and brighter lights. Whatever the dealers wanted in exchange for their dope was usually available at Walmart. The chain offered an easy shopping experience—and an easy shoplifting experience, as well. “It was convenient,” said Monica Tucker, who runs a drug rehab center in eastern Tennessee but was a meth addict for seven years, and supported her habit at Walmart. “Anything you were requested to get [by the dealer], you could find it there. We stole lots of food. We weren’t eating because we were on meth, but everybody else was hungry at the dope dealer’s house.” With opioids, then later with meth, plentiful drug supply was paired with this easy source of goods to barter. Had there been the same vibrant Main Streets, ecosystems of the locally owned stores that were the lifeblood of many owners who lived in town and returned their profits to it, both the opioid crisis and the meth problem might have spread less quickly in many parts of the country.

we need simply look at how capitalism changed after the idea of shareholder supremacy took over—which only happened in the final decades of the twentieth century. Prior to the introduction of the shareholder primacy theory, the way business operated in the United States looked quite different. “By the middle of the 20th century,” said Cornell corporate law professor Lynn Stout in the documentary series Explained, “the American public corporation was proving itself one of the most effective and powerful and beneficial organizations in the world.” Companies of that era allowed for average Americans, not just the wealthiest, to share in the investment opportunities and enjoy good returns. Most important, “executives and directors viewed themselves as stewards or trustees of great public institutions that were supposed to serve not just the shareholders, but also bondholders, suppliers, employees and the community.” It was only after Friedman’s 1970 article that executives and directors started to see themselves as responsible to their “owners,” the shareholders, and not stewards of something bigger. The more that idea took hold in the 1980s and ’90s, the more incentive structures inside public companies and banks themselves became excessively focused on shorter-and-shorter-term gains to the benefit of fewer and fewer people. It’s during this time that the annual round of mass layoffs to meet arbitrary projections became an accepted and common strategy for the first time. Prior to the 1980s, such a practice simply didn’t exist. It was common for people to work a practical lifetime for one company. The company took care of them and they took care of the company. Trust, pride and loyalty flowed in both directions. And at the end of their careers these long-time employees would get their proverbial gold watch. I don’t think getting a gold watch is even a thing anymore. These days, we either leave or are asked to leave long before we would ever earn one.

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.

We were constantly told that we were the ‘owners’ of the business and had to behave as such. We believed the marketing shtick. I have since learnt that unless you own physical shares in a business, you are not an owner. You remain an employee at someone else’s mercy. It does not matter how attractive the salary, the bonus or the share option pool; you are an employee.

Successful business owners not only have compelling visions for their organizations, but also know how to communicate those visions to the people around them. They get everyone in the organization seeing the same clear image of where the business is going and how it’s going to get there. It sounds easy, but it’s not. Are your staff all rowing in the same direction? Chances are they’re not. Some are rowing to the right, some are rowing to the left, and some probably aren’t rowing at all. If you met individually with each of your employees and asked them what the company’s vision was, you’d likely get a range of different answers. The more clearly everyone can see your vision, the likelier you are to achieve it. Focus everyone’s energy toward one thing and amazing results will follow. In his book Focus, Al Ries illustrates the point in this way: The sun provides the earth with billions of kilowatts of energy, yet if you stand in it for an hour, the worst you will get is a little sunburn. On the other hand, a few watts of energy focused in one direction is all a laser beam needs to cut through diamonds.

Dr. Fauci had a personal financial interest in the drug being tested! He was listed as a co-owner on the patent for Proleukin, and stood to earn royalties from it!” According to little-known HHS rules at that time, NIH employees could collect unlimited royalty payments from drugs they worked on during their agency tenures.51