source: http://d2qce1f1y0zwhh.cloudfront.net/media/images/stories/businesshandshake.jpg

I agree with Mark Bickford’s blog post, “It’s Not About the Money.” The UN cannot help impoverished nations by simply giving donations. I think companies and organizations should invest in their own futures by educating some of their suppliers or other businessmen in these less developed countries and creating shared values and social entrepreneurs.

During my trip to South Africa, I noticed many workers appeared to be inefficient and unmotivated. The majority of these workers were Black. My ideas on why this occurs are relatively simple: The communities that were primarily Black lacked effective education systems. These people were then unqualified for well-paying jobs and unable to start an effective business, so they are unable to participate in any work save menial tasks without hope of promotion. Lack of hope or change was handed down generation to generation. Until a proper education system is established for the entire country I fear these conditions will not improve.

Businesses should educate the inhabitants in countries such as these so that they are qualified to work in more responsible roles. This would improve the quality of work obtained from these countries, as the workers will be more motivated to achieve higher salaries and will at least have a chance of improving their ways of life. This would also create a population that is able to innovate more easily and more reasonably. It’s not about the money, it’s about telling them they can do better, and showing them how.

Source: https://blogs.ubc.ca/markbickford/2014/11/09/its-not-about-the-money/

source: http://img2.timeinc.net/ew/i/2014/08/18/Taylor-Swift.jpg

I have recently decided, having heard it often on the radio, that I enjoy Taylor Swift’s new single “Shake it Off” from her album 1989. My interest, then, was captured when I saw Hugh McIntyre’s article in Forbes, “Taylor Swift’s ‘1989’ Moves 1.287 Million Copies In Its First Week“. Many believe that the music industry is no longer profitable, due to the arrival of online downloading. I agree that this has impacted the revenue streams of the music industry and of many artists; however, I also argue that the internet has brought with it great opportunities for artists, and not just threats.

The rapid spread of information online has allowed stars, such as Taylor Swift and Beyonce, to be raised to some form of legendary icon status. This insanely powerful name will bring thousands upon thousands of people to stadiums around the world simply to watch them live after having found out about the show on twitter and bought tickets online. It will also still allow Taylor Swift to sell 1.287 million copies of her album in a week. What has changed is the value proposition required to be a successful artist: In addition to recording catchy songs, artists must be willing to put on theatrical shows and stay true to themselves. I expect to see many more legendary musicians in the future, and their fame and wealth may be achieved much more quickly if they make use of the internet effectively to improve their image.

Source: http://www.forbes.com/sites/hughmcintyre/2014/11/05/taylor-swifts-1989-moves-1-287-million-copies-in-its-first-week/

source: http://images.moneymanager.com.au/2012/03/06/3102244/1623105-420×0.jpg

In  Avivah Wittenberg-Cox’s blog post, “LEGO’s Girl Problem Starts With Management“, Avivah states that the mostly-male management team at LEGO is not putting enough effort into the LEGO products that target young girls. Avivah argues that the girls’ LEGO products should, at the very least, be able to perform all the basic functions that are performed by the boys’ toys. I respond by supporting this argument. Would it not make operational sense to have the toys be more similar? This design would mean more overlap in production, which would lead to less equipment that needs to be purchased, reducing costs.

I argue that Avivah is correct in pointing out that it would be strategically advantageous for LEGO to differentiate themselves from doll companies such as Barbie, who have already established themselves at the top of that market. I would add that not putting effort into the girls’ products will severely damage their brand image in the future as this shows LEGO is not promoting gender equality in the same way its competitors may be. LEGO could even produce more gender neutral products as they had several years ago, as this would not force them to lose money on sales and new operational costs. Creating gender-specific toys is not a mistake, but creating a poor quality “LEGO for girls” product line will not only mortify many people in the future, it will increase their operation costs as well.

Source:

http://blogs.hbr.org/2014/09/legos-girl-problem-starts-with-management/

source: http://tony-wilson.com.au/blog/wp-content/uploads/2011/04/useless_kl-300×200.jpg

Having read Riana Ullattikulam’s blog post, “Are Managers Useless?” which describes criticizes the selection process of managers in many fast food chains, I agree with Riana’s argument that flipping burgers is often not a good indicator on whether or not somebody would be a good manager. Rather, as was argued by David McClelland in the Harvard Business Review, “[t]he manager’s job seems to call more for someone who can influence people” (McClelland).

In fairness to those deciding who will receive managerial roles at your local A&W, it is likely difficult to find individuals motivated to manage an A&W that is motivated by a desire to influence people. Based on my own goals and the goals of many of whom I talk to, if somebody desires power in their future, they do not seek it by managing a McDonalds, where they are but a grain of sand on the beach that is the McDonalds food chain. If the role in the organization is seen as being relatively devoid of responsibilities compared to other managerial positions, those who would qualify to be great managers will find other jobs. Those who select fast food managerial positions often need to settle with anybody reliable and hard-working. To solve this problem, managers may be given more power and abilities to distinguish themselves, so that they are not seen as useless no matter what they do.

Sources:

Are Managers Useless?

http://hbr.org/2003/01/power-is-the-great-motivator/ar/1