asterisk2a + people   124

The economics of Brexit – Politics Weekly podcast
Leave Campaign, so far, has failed to assure voters that we get through the quiet possible tubulences and uncertainty unharmed severely after 1-2 years. [ economic forecasts/predictions are Wall Streets cottage industry ] Brexit for sure would throw Osbornes plan for a surplus in 2020. ... brexit is about less regulation free trade low tariffs, 'get off the back of our City [London bank regulation]' [low tax, higher pay] George Osborne ... // banks have not voiced their voice loudly because that would be seen by people who bailed them out to tune of doubling the deficit, and still own bank shares ie loyds. it could be seen disingenuous, outrageous, as we are still in doldrums, paying off their debt, and suffering through austerity where the most vulnerable are cut away from society.
Brexit  George  Osborne  economic  damage  economic  growth  economic  security  economic  slack  economic  slowdown  economic  harm  macroeconomic  policy  microeconomic  policy  trade  agreement  free  trade  regulation  David  Cameron  Whitehall  Westminster  economic  forecast  Wall  Street  European  Union  Career  Politicians  EEA  free  movement  of  people  immigration  migration  austerity  general  election  2020  general  election  2015  Tories  Conservative  Party  nasty  neoclassical  economics  neoliberal  neoliberalism  Chicago  School  trickle-down  economics  self-regulation  deregulation  regulators  MervynKing  Mark  Carney  BOE  IMF  retail  banking  investment  banking  City  of  London  bank  bailout  GFC 
april 2016 by asterisk2a
What are the risks of remaining in the EU? Tristram Hunt interview
even if we leave, Brussels will say that we still have to have free movement of people (EEA) to access European Common Market, like Norway and Switzerland. And Norway pays £140 per head per year to Brussels, to have access to European Common Market! [...] and then we don't even have a voice in Brussels. [...] for voters it's balance of risks on both sides of the coin [...] //&! MORE - youtu.be/-PIi1qVs7Yo - more federal europe in 2025, stagnant europe, more inflow of people pained by unemployment in their homecountry. Called the "pull factor." And long, too long trade deal negotiations that is Europe doing ie Italy is blocking one w Australia.
Brexit  immigration  Brussels  migration  free  trade  Schengen  Agreement  free  movement  of  people  EEA 
april 2016 by asterisk2a
What’s so bad about mandatory workplace socializing? - Quartz
For working parents and people with limited disposable income, the cost of mandatory socializing can be prohibitive. There’s ample evidence that companies with strong cultures are more productive. But when hiring managers appraise job candidates for cultural fit, they don’t actually look for people who align with organizational values. Instead, they select the people who are most like them, as Northwestern University professor of management Lauren Rivera writes in The New York Times. Evaluating someone based on a shared affinity for kayaking, homebrew, and polo is a great way to choose a roommate or a fraternity member. But putting cultural fit first at work often means ignoring the role that class, race and gender play in shaping our hobbies, college backgrounds, and tastes.
HR  human  resources  people  management  corporate  culture  team  management 
february 2016 by asterisk2a
Women in Tech
[ via pando - bit.ly/1KotzjQ ] They surveyed some 200 senior women in the tech world about discrimination. The details from the survey are, in a word, disgusting...
Ellen  Pao  gender-based  discrimination  gender-based  harassment  gender  policing  gender  politics  gender  pay  gap  gender  bias  confirmation  bias  selection  bias  bias  snap  judgement  HR  human  resources  people  management  team  management  everyday  sexism  sexism  sexismus  gender  gap  gender  inequality  gender  equality  gender  conforming  gender  role  Patriarchy  boys  club  straight  white  male  male  privilege  white  male  privilege  Women  in  Tech  discrimination  ethnic  discrimination  social  discrimination  racial  discrimination  gender  discrimination  minority  Silicon  Valley 
january 2016 by asterisk2a
Scans prove there's no such thing as a 'male' or 'female' brain | New Scientist
Despite persisting stereotypes, girls are no worse than boys at science and maths subjects, either. “People get wedded to the idea that being male or female is highly predictive of having different aptitudes or career choices,” “This study fights against the idea that these outcomes are based on biological differences, as opposed to cultural expectations.” Other body systems are also often wrongly considered to be either male or female, [...] “There are differences between men and women when you look in large groups, and these are important for diagnosis and treatment,” she says. “But there are always more differences within genders. We always need to look at culture, environment, education and a person’s role in society,” [...] “It’s a shame that people’s experience alone isn’t enough for us to recognise as a society that non-binary gender is legitimate.”
gender  bias  gender  policing  gender  politics  snap  judgement  prejudice  bias  labels  label  boxes  gender  studies  gender  role  society  culture  parenting  parenthood  childhood  gender  sociology  psychology  Wertegesellschaft  social  discrimination  discrimination  gender  discrimination  education  policy  STEM  diversity  HR  human  resources  people  management  non-binary 
december 2015 by asterisk2a
Firm 'hides' university when recruits apply - BBC News
There will be a "university-blind" approach to selection, so that the name of the university attended will not be known. The aim is to find students with "potential" and to prevent the recruitment process producing an intake from a narrow range of universities and social backgrounds. "Improving social mobility is one of the UK's biggest challenges," said David Sproul, senior partner and chief executive of Deloitte UK. But Mr Sproul said there was also a "business imperative", as firms needed "to hire people who think and innovate differently, come from a variety of backgrounds and bring a range of perspectives". The move by Deloitte is the latest in a wave of changes by graduate recruiters wanting to look beyond academic results.
social  mobility  Gini  coefficient  corporate  culture  corporate  values  HR  human  resources  hiring  recruiting  recruitment  bias  snap  judgement  prejudice  label  people  management  diversity  gender  inequality  gender  pay  gap  gender  policing  gender  politics  straight  white  male  white  male  privilege  male  privilege  Leadership 
september 2015 by asterisk2a
Worker confronts M&S chief over 'poverty wages' | Society | The Guardian
Gewinnbeteiligung & workers rep on board of directors!? Like in Germany. Especially in customer facing ops! It's not just about price, its also customer service! customer experience. acquisition (word of mouth, net promoter score - vs - getting foot-fall up through sales and deals) customer engagement. customer retention and empowerment - to make the better choice to shop where people are treated well, paid well, and shared economic interest (environment, ecology, sustainability, local economy and jobs (multiplier effects)). Compelling people to make a mindful and conscious choice, day to day and for the long-term! Differentiate, don't fight with Amazon and big grocery retailers for price, sales, deals. That war you lost already because you can't win that way (bc of them having deeper pockets, shareholders which look away since ever in case of Amazon, and it is their identity; why ppl shop there), new business, away from Amazon, Tesco & ASDA. And especially Lidl and Aldi.
CEO  pay  living  wage  minimum  wage  Service  Sector  Jobs  Niedriglohnsektor  Zero  Hour  Contract  Contractor  Workers  Union  Trade  Union  John  Lewis  Gewinnbeteiligung  Soziale  Marktwirtschaft  HR  human  resources  recruiting  recruitment  people  management  team  management  neoliberalism  neoliberal  Wall  Street  shareholder  value  profit  maximisation  customer  experience  customer  empowerment  customer  retention  Retail  brick  and  mortar  business  e-commerce  Amazon  Branding  brand  awareness  customer  acquisition  Blue  Ocean  differentiate  differentiation  PR  spin  doctor  reframing  framing  marketing  Positioning  Proposition  Core  Product  Proposition  ecommerce  pure  play 
september 2015 by asterisk2a
The more you pursue happiness, the faster it runs from you | Zach Stafford | Comment is free | The Guardian
Psychologist Iris Mauss at the University of California, Berkley found that the pursuit of happiness might just leave you worse off. “Wanting to be happy can make you less happy,” said Mauss in an interview with livescience.com. “If you explicitly and purposely focus on happiness, that appears to have a self-defeating quality.” [...] In her studies, participants who were not happy would begin blaming themselves for feeling sad. They thought it was an immediate flag for their failure, making these negative feelings even more counter-productive. The people who accepted these negative feelings as normal, however, were much happier in the long run. So, accepting your sadness could actually make you feel good. [...] For Darwin, emotions were very much tied to surviving, which requires more than just happiness. [...] Be open about how you’re feeling, don’t try to hide behind it or conceal it. // &! keeping a diary talking to and about yourself compassionately.
happiness  index  well  being  Purpose  intrinsic  motivation  work  environment  Autonomy  vision  mission  Start-up  of  You  lesson  advice  HR  human  resources  4-day  work  week  people  management  team  management  chronic  stress  burnout  workplace  beyond  workplace  drama  Mastery  impact  social  entrepreneurship  volunteering  volunteer  Descape  honesty  radical  honesty  Failure  communication  Alain  de  Botton  compassion  empathy  society  culture  zombie  consumer  sociology  selfish  gene  Selbstdarstellung  Selbstfürsorge  perfectionism  Psychology  philosophy  life  hacker  life  lesson  emotion  evolution  community  character  personal  values  long-term  view  long-term  thinking  consumerist  Dopamine  consumerism  materialism 
september 2015 by asterisk2a
What is Angela Ahrendts doing at Apple? - Fortune
“She motivates people. She inspires people. And she is the sort of person who wants to see things succeed as a team. It’s a rare quality.” [...] Ahrendts believes the key to the company’s future is not just marvelous products, but also engaging and energizing its nearly 100,000 employees, 60% of whom now work in retail division. “If you’re going to employ people anyway,” she says, “why not make them the differentiator? They’re not a commodity.” Now that there are 459 Apple stores in 15 countries, many people have their first Apple experience inside a store—a first impression that could forever tarnish the brand if it’s not good. “Burberry was about building a relationship,” she says. “But it was always about selling an amazing product that you would have forever. Apple is just a deeper relationship with a much broader constituency. Because it’s everybody.” // apple positioned itself just above everyone else it competes w [having a margin!], but not too far up to be douchy, off-setting
Angela  Ahrendts  Retail  brick  and  mortar  business  Apple  aspirational  product  marketing  user  experience  pure  play  e-commerce  Tim  Cook  user  engagement  customer  experience  UI  UX  CEO  Leadership  people  management  team  management  customer  service  customer  acquisition  customer  user  acquisition  user  churn  communication  Positioning  Value  Proposition  added  creation  emotion  advertisement  advertising  status  anxiety  community  community  management  R&D  STEM  Research  IP  intellectual  property  differentiate  differentiation 
september 2015 by asterisk2a
Ellen Pao: ‘I Have Decided to End My Lawsuit Against Kleiner Perkins’ | Re/code
Still, Pao underscored that the deck was stacked against her in terms of resources. “I think it is wrong that employees have to pay in this situation, but I simply cannot afford the risks of more costs to fight a firm with massive PR and legal resources,” she said. “The court system is not set up to create an even playing field.” [...] To be clear, Kleiner and I have not reached any agreement to settle this matter. Settlement might have provided me with financial benefits, but only at the great cost of silence." [...] She said she would continue to speak out on issues of gender disparity, but she was spending time with her family and also returning to investing and working with entrepreneurs. &! on.recode.net/1OfLRII
Ellen  Pao  KPCB  gender-based  discrimination  gender-based  harassment  everyday  sexism  sexism  sexismus  straight  white  male  white  male  privilege  male  privilege  Privileged  misogyny  Misogynie  HR  human  resources  corporate  culture  corporate  values  people  management  team  management  Leadership  glass  ceiling  glass  cliff  Sam  Altman  Alexis  Ohanian  CEO  Reddit 
september 2015 by asterisk2a
Five years, building a culture, and handing it off. - Laughing Meme
Nothing we know [ about X ] should be assumed to be true. // Technology is the product of the culture that builds it. // If you want to build for the long term, the only guarantee is change. Invest in your people and your ability to ask questions, not your current answers. Your current answers are wrong, or they will be soon. // Software development should be thought of as a cycle of continual learning and improvement rather a progression from start to finish, or a search for correctness. If you aren’t shipping, you aren’t learning. If it slows down shipping, it probably isn’t worth it. Maturity is knowing when to make the trade off and when not to. // You build a culture of learning by optimizing globally not locally. Your improvement, over time, as a team, with shared tools, practices and beliefs is more important than individual pockets of brilliance. And more satisfying. [ anti-Rock Star dev philosophy ] [ book by Red Hat CEO Open Organization ]
Start-Up  lesson  Start-Up  advice  Facebook  linkedin  Google  Google  Inc.  Alphabet  Inc.  scaling  corporate  culture  corporate  values  Failure  team  management  people  management  business  management  innovator  innovation  lefty  counter  culture  disruption  bottom  up  imagination  dream  disrupting  markets  Silicon  Valley  ecosystem  CEO  Leadership  of  You  Open  Organization  transparency  communication  community  community  management  Open  Source  accountability  equality  ProAm  Software  Development  Programming  programmers  continual  education  learning  accelerated  learning  learning  curve  Netflix  Etsy 
september 2015 by asterisk2a
Wellness in the workplace: how health initiatives can boost staff productivity | Guardian Small Business Network | The Guardian
Encouraging colleagues to exercise can help remedy strains and stresses – but there’s a fine line between wellbeing and piling on more pressure to achieve [...] “It offers the team opportunities to mix outside the workplace, so the engineering team gets to hang out with the care team, for example, and this contributes significantly to morale. I would definitely recommend other businesses consider a similar initiative.” [ investment in your company and people! ] [...] [its] about balance and tailoring activities to the interests of your staff. Provided you get this right, you can improve productivity levels and staff attitudes towards your business – in a 2013 survey by Mind, 60% of workers said they’d feel more motivated if their employer took action to support their mental wellbeing. [ gov should give tax incentive (partial write off) 4 health & well being programs! as it saves on sick days & NHS! ] &! bit.ly/1fDTyuf
productivity  well  being  chronic  stress  4-day  work  week  work  environment  workplace  happiness  index  sick  day  sick  population  health  care  budget  health  care  spending  western  lifestyle  western  diet  Standard  American  diet  pattern  diet  sedentary  lifestyle  Fitness  Start-Up  lesson  Start-Up  advice  mental  health  HR  human  resources  recruiting  recruitment  people  management  team  management  scaling  health  crisis  long-term  view  long-term  thinking  NHS  subsidies  subsidizing  financial  incentive  insurance  premium  incentive  UK 
september 2015 by asterisk2a
Episode 647: Hard Work Is Irrelevant by NPR's Planet Money
Patty McCord helped create a workplace at Netflix that runs more like a professional sports team than a family. If you're not up to scratch, you're off the team. Is this the future of work? [ its not long-hours, its about output, ... can you do it in 4-day vs 5-day week? ] [ essential employees only ] [ output (results) more valued than input (hours in the office) ]
Netflix  Amazon  corporate  culture  corporate  values  HR  human  resources  hiring  people  management  team  management  Jeff  Bezos  Reed  Hastings  productivity  execution  Office  Politics 
august 2015 by asterisk2a
What to Make of Amazon's Work Practices? | Bothsides of the Table
It’s best encapsulated in a famous Jeff Bezos quote, “You can work long, hard or smart, but at Amazon.com you can’t choose two out of three,” [...] Try working at Goldman Sachs, [...] You think it’s different at any of the top consulting firms? [...] You see organizations like these thrive on large pools of some of the country’s best and brightest graduates that trade off 2-5 years of work experience under extreme pressure in exchange for skills, experiences & relationships that will last a lifetime. [Accelerated Learning] [...] Think its a cake walk working @ any of the countries top law firms? [...] Should we do an article on what it’s like to be a medical resident? How abt working in the US military? Chief of Staff for a major political figure? What abt a top athlete in the NFL or NBA or even part of the coaching staff. Think they dont have work/life balance challenges in a field theyve chosen to work in? [#Top 100 of X vs avg white- or blue-collar worker ] [what u optimize for?]
Silicon  Valley  Amazon  Jeff  Bezos  HR  human  resources  hiring  recruiting  recruitment  people  management  team  management  corporate  culture  corporate  values  Start-up  Start-up  of  You  career  advice  career  ladder  accelerated  learning  White-collar  Worker  average  Failure  Blue-collar  Worker  Workers  Union  benefits  perks  Google  Microsoft  beyond  workplace  drama  workplace  work  environment  environment  SME  SMB  Germany  culture  work  life  balance  well  being  chronic  stress  happiness  index  elite  athlete  elite  sports  war  for  talent  ID  Tour  of  Duty  Reed  Hastings  Netflix  Reid  Hoffman  linkedin  Intel  Apple  life  lesson  life  hacker  Gary  Vaynerchuk  Hustle  advice  lesson  4-day  work  week  TeamTreehouse  Ryan  Carson  Facebook  Twitter  Dick  Costolo  productivity  focused  Focus  execution  entrepreneurship  Founders  Success  competitive  competition  competitiveness  knowledge 
august 2015 by asterisk2a
Amazon's Culture: Toxic or Just Tough? by The Jay & Farhad Show
Hello! This week, Farhad Manjoo (New York Times) and Jay Yarow (Business Insider) are joined by special guest Jodi Kantor (New York Times) to discuss her polarizing article about Amazon's culture. // // how technology functions in the workplace - efficiency, quantified self << the feedback tool you can always use, what ever your state of emotion, gripe, stick, bias, prejudice, ... feudal Darwinism creeps into knowledge worker, white-collar and blue-collar workers, MBA's and PhD's. [...] contributes to gender inequality (women with the back on their wall, leave or get started and forget about family & kids, life.) [...] brutal years are NOT Tour of Duty - Reid Hoffman The Alliance. // PS: Reed Hastings (Netflix) Culture document transpires that it is expected to contribute, even if it doesn't spell it out. Netflix also had to fight and overcome as much as Amazon! Proves again that internal & external environment a company finds itself affects its values & culture inevitable [Thesis].
Amazon  corporate  culture  corporate  values  HR  human  resources  ethical  machine  Silicon  Valley  quantified  self  marketplace  efficiencies  workplace  beyond  workplace  drama  work  environment  chronic  stress  Office  Politics  worklife  well  being  happiness  index  crony  capitalism  capitalism  profit  maximisation  shareholder  value  work  life  balance  performance  review  Jeff  Bezos  people  management  team  management  gender  inequality  book  Netflix  Reid  Hoffman  Reed  Hastings  linkedin  The  Alliance  Start-up  of  You  competitive  competition  competitiveness  Alibaba  Google  Facebook  China  Japan  culture  society  peer  pressure  sustainability  sustainable  lesson  advice  war  for  talent  benefits  perks  4-day  work  week  glass  ceiling  glass  cliff  diversity  human  capital  workforce  hiring  recruiting  recruitment  personal  values  Leadership  CEO  business  management  management 
august 2015 by asterisk2a
Peer Review Feedback: The Good, The Bad, The Really Ugly : NPR
A lens to find the fuller picture of an employee's performance, or just an open call for petty grievances? Well, that depends on whom you ask.
Amazon  people  management  team  management  HR  human  resources  performance  review  OKR  Google  Facebook  peer  pressure  knowledge  worker  Mobile  Creatives  Mobile  Creative  Future  of  Work  KPI  360  review  emotion  objective  bias  prejudice  human  nature 
august 2015 by asterisk2a
[ AMAZON's culture ] by USA TODAY Tech (podcast)
Amazon, Silicon Valley, Unicorns and Decacorns - go go go even for broke. making things happen. winning the category. // vs Google and Facebook are those that won sort of automatically and had not that much internal and external pressure growing up. had not to fight surviving dot.com crash. Facebook sort of became a self-runner despite of its many missteps. Amazon had to fight all the way, and still has to fight because now it faces antitrust on both sides of the Atlantic. That creates, inadvertently, a specific culture that has been cited by personal examples in the NYT piece.
Amazon  Silicon  Valley  Unicorn  Decacorn  corporate  culture  corporate  values  work  environment  environment  perks  benefits  beyond  workplace  drama  Office  Politics  career  ladder  career  advice  Leadership  CEO  Jeff  Bezos  Millennials  peer  pressure  people  management  business  management  team  management  HR  human  resources  hiring  burnout  chronic  stress  stress  work  life  balance  workplace 
august 2015 by asterisk2a
The office after Amazon: is the workplace becoming a jungle? | Technology | The Guardian
Certain companies operating in certain fields with certain competition, can and inadvertently develop certain cultures. That some describe as ruthless competitive externally and internally. You could even say that Reed Hastings culture document transpires that this is a workplace where it is expected of you, to contribute and solve problems for our customers (competitive and toppling the established players). PayPal too. And Jeff talks about being obsessive about the customer and inventing in the name of the customer (build a monopsony/monopoly). Gates made MSFT internally competitive (build a monopoly), working long hours, and as they were externally. Very different to FB and Google and their business & product position. // The recent claims about Amazon’s aggressive corporate culture were a cause of consternation to many – but plenty of others couldn't see what the problem was. So is a gentler, more relaxed office culture any better for employees? And is it even what they want?
Silicon  Valley  Seattle  Amazon  Jeff  Bezos  corporate  culture  corporate  values  Microsoft  Netflix  Start-Up  lesson  Start-Up  advice  Google  Facebook  Nature  nurture  work  environment  environment  workplace  beyond  workplace  drama  capitalism  competitiveness  competitive  stress  chronic  stress  HR  human  resources  Leadership  people  management  team  management  Paypal 
august 2015 by asterisk2a
Pando: Disruption or human lives? Amazon story shows we'll soon have to pick a side
Several VCs and insiders clicked on a story link and found themselves appalled the Times would take down a company where human stress and fatigue were merely the exhaust fumes of a splendid machine. Amazon is a success, dammit! It's winning and innovating! // // &! Nothing new about corporate values and treatment and conditions of its workers at it EU warehouses - https://youtu.be/xdrkY_NpgrY - Ausgeliefert! Leiharbeiter bei Amazon | Reportage & Dokumentation | ARD
human  capital  human  resources  HR  corporate  culture  people  management  team  management  Personal  business  management  hiring  Amazon  Jeff  Bezos  corporate  values 
august 2015 by asterisk2a
The tragedy behind Amazon’s toxic management fad | Andre Spicer | Comment is free | The Guardian
The ‘rank and yank’ philosophy Amazon uses to manage its own people has failed hundreds of companies, and tarnished hundreds of thousands of lives [...] Jeff Bezos, the Amazon founder and chief executive, has repudiated its claims. “The article doesn’t describe the Amazon I know or the caring Amazonians I work with every day,” he said in an email to staff. “But if you know of any stories like those reported, I want you to escalate to HR … our tolerance for any such lack of empathy needs to be zero.” [...] It works by measuring employees on a wide range of metrics, ranking them on the basis of their performance, then splitting them into three groups: a small number of high performers who are lavishly rewarded; a large group of average performers who hold on to their jobs; and a third group of under-performers who are “managed out” of the organisation. This has created a system where, in the words of one ex-employee, “you learn how to diplomatically throw people under the bus”.
Amazon  Jeff  Bezos  corporate  culture  corporate  values  HR  human  resources  OKR  people  management  team  management  KPI 
august 2015 by asterisk2a
Annual Planning is Killing Your Growth – Try This Plan Instead - First Round Review
use quarterly OKR for people, team wide, department wide, business/company wide // no SWAT analysis. gain advantage and move from a higher level awareness and perspective // [ SAAS ] Especially if you work in the enterprise space where sales cycles can sometimes be very long, it’s tempting to make decisions that make sense within the span of one year but not in the broader context of your business. [...] “If you're wrong about anything in your annual plan, you're probably already too late to fix it.” [...] “Everyone wants to know about the year. It's become the basic unit of comparison across companies. But it shouldn't be.” [...] [ CONTEXT, aspiration, Big Picture for Company and Product (in 3-5 years), a sketch, but also have to be flexible in your approach and the way. stubbornly flexible (balance) ] “It's vital to know what great looks like for your company in the context of your field.”
Start-Up  lesson  Lean  Start-Up  Start-Up  advice  OKR  people  management  business  model  KPI  measuring  measure  measurement  team  management  planning  business  plan  business  management 
august 2015 by asterisk2a
Atari founder Nolan Bushnell on why life is 'a game' - BBC News
After his breakout success in the late 1970s and early 1980s, Mr Bushnell made several missteps that eventually led to some entrepreneurial failures and financial ruin. "When I was 35, I was insufferable. I thought I could do no wrong and I got really sloppy," [...] He chalks the creation of Atari up to a bit of good luck: "I was probably the only electrical engineer that understood television, and understood the coin-operated game business [from the amusement park] in 1969," he says. [...] Mr Bushnell also emphasises that the popularity of Atari's games was primarily due to his ability to find and hire talented, creative workers, including one you may have heard of - Steve Jobs. "I've always valued passionate employees over anything else, [...] But Mr Jobs, like a lot of his earlier employees, had passion and as a result, "was an extremely hard worker". // talks about internal leadership - youtu.be/fxIN9J3Vcv4
Atari  entrepreneur  Start-Up  lesson  Start-Up  advice  people  management  Leadership  passion  mission  vision  management  scale  scaling  hiring  Failure  intrinsic  motivation  identity  identification  Tribe 
august 2015 by asterisk2a
Accountancy firm scraps education 'barrier' - BBC News
[ + education path bias ] In a bid to boost workplace diversity, Ernst and Young (EY) will choose which applicants to interview based on their performance in online tests. School-leavers have until now needed the equivalent of three Bs at A-level and graduate applicants a 2:1 degree. Qualifications "will no longer act as a barrier to getting a foot in the door," said Maggie Stilwell of EY. In May another major accountancy firm, PricewaterhouseCoopers, announced it would no longer use A-level grades as a way of selecting graduate recruits. EY has gone one step further by removing the requirement for a minimum degree classification for graduates and hiding all details of schools and universities from the recruiters until the very end of the process so that interviews are carried out "blind". [...] "screening students based on academic performance alone was too blunt an approach to recruitment". [...] no evidence of correlation between academic success and future [professional] success
HR  human  resources  hiring  bias  prejudice  pattern  matching  pattern  recognition  management  people  management  diversity  Future  of  Work  education  policy  vocational  education  professional  education  MOOC  Quereinsteiger  Qualification  social  mobility  Gini  coefficient  gender  inequality  income  mobility  minority 
august 2015 by asterisk2a
Twitter Loses Two Employees Focused On Growth And Discovery | TechCrunch
30% gone already Only 9 of the 13 @Twitter execs that presented at their Nov 2014 analyst day are left $TWTR
Twitter  Leadership  vision  mission  execution  people  management  Dick  Costolo  jackdorsey 
august 2015 by asterisk2a
Go tell the boss: let me work less and I’ll produce more | Life and style | The Guardian
The five-day work week is an artificial and outmoded idea. A shorter working week can boost efficiency and an employee’s happiness [...] The latest trend might have more going for it, though: more tech businesses are experimenting with four-day weeks. As Ryan Carson, co-founder of the education startup Treehouse, put it: “You get all day Friday off, instead of pretending like you’re working when you’re not.” [...] The most important reason to work fewer days, of course, is that it’s good for families, friendship, hobbies and the human spirit. But the most interesting implication of the current experiments, backed by some academic research, is that it appears to be good for productivity and work quality, too. Partly that’s because desk-based “knowledge work” relies on plenty of brain rest as well as exertion.
productivity  leisure  time  Robert  Skidelsky  4-day  work  week  6-hour  work  day  Universal  Basic  Income  happiness  index  well  being  public  health  policy  public  health  chronic  stress  Oxidative  stress  workplace  work  environment  knowledge  economy  knowledge  worker  Mobile  Creatives  Mobile  Creative  Future  of  Start-Up  advice  Start-Up  lesson  sick  days  public  interest  shared  economic  interest  common  sense  human  capital  resource  depletion  human  resources  finite  resources  HR  people  management  Leadership  cognitive  bandwidth  attention  span  attention  multitasking  REM  sleep  hygiene  sleep  self-care  Selbstfürsorge  mental  health  health  science  sustainability  sustainable  crony  capitalism  profit  maximisation  shareholder  value  mainstreet.org  Wall  Street  capitalism  exploitation  Workers  Union 
july 2015 by asterisk2a
Harvard i-lab | Startup Secrets: Hiring and Team Building - YouTube
How to Start a Startup - bit.ly/1C74URf // Lecture 11 - Hiring and Culture, Part 2 (Patrick and John Collison, Ben Silbermann) &! Lecture 10 - Culture (Brian Chesky, Alfred Lin)
Start-Up  lesson  Start-Up  advice  HR  human  resources  hiring  people  management  team  management  corporate  values  corporate  culture 
july 2015 by asterisk2a
Psychologie: Stärken der Introvertierten - SPIEGEL ONLINE
Ein gutes Drittel der Bevölkerung gilt als introvertiert, doch unseren Alltag bestimmen vor allem die Lauten. Zu Unrecht, sagen Psychologen und Ökonomen. Denn die Stärken der Stillen sind für die Gesellschaft unverzichtbar. [...] Tatsächlich aber hat sich in den vergangenen Jahrzehnten ein großer kultureller Vorbehalt gegen die Leisen entwickelt. Vor allem in der Wirtschaft wird das Ideal des extrovertierten Menschen gefördert. Die New Yorker Anwältin Cain hat das selbst erlebt. "Sorgfalt, Analyse, Konzentration - das sind die Stärken der Stillen", sagt sie. "Warum geben wir ihnen trotzdem immer wieder das Gefühl, nicht gut genug zu sein?" [...] Im Gehirn vieler introvertierter Probanden wurde dabei eine höhere elektrische Aktivität nachgewiesen, egal ob sie arbeiteten oder sich ausruhten. [...] Um sich wohl zu fühlen, um neue Kraft zu schöpfen, brauchen Introvertierte Ruhe. [...] Dass das Ideal der Extroversion schlecht fürs Geschäft sein kann, hat kürzlich [] Adam Grant nachgewiesen.
introvert  personality  Leadership  people  management  HR  human  resources  self-awareness  life  hacker  life  lesson 
july 2015 by asterisk2a
Inequality and the Challenge of Employment - New Economic Thinking - YouTube
intrinsic motivation, fairness, social animal - social comparison (is encoded into the brain) - status anxiety // self-interest mostly wins over ethics/moral values? // trust between principle & agent // org structure and inventive - ie bonus variable attracts more selfish people and risk takers // justice and fairness is critically important - not only in orgs but also democracies //&! Natural rate theory (equilibrium) - service sector jobs (unskilled manual labour jobs) w minimum wage and not higher. and flexible wages with no minimum wage (USA) create working poor/inequality. institutional change - economists are not just analysts they also affect policy makers (think tanks). // austerity hurts equality/social mobility = economic long-run damage to potential (thus output gap and productivity loss) - lack of supply of able workforce to create added value products & services. trickle-down not helping. //&! tax code unfair, lower capital gains tax than on earned (labour) income
inequality  Gini  coefficient  social  mobility  income  mobility  intrinsic  motivation  fairness  human  resources  HR  management  people  management  well  being  philosophy  Alain  de  Botton  happiness  index  Selbstfürsorge  self-awareness  self-actualization  Maslow  socioeconomic  status  status  anxiety  social  status  workplace  work  environment  beyond  workplace  drama  chronic  stress  shareholder  value  profit  maximisation  shared  economic  interest  economic  damage  wage  growth  income  growth  income  gap  gender  pay  gap  glass  ceiling  glass  cliff  gender-based  discrimination  gender  inequality  trust  labour  economics  labour  market  microeconomic  policy  behavioral  economics  Organizational  behavior  organization  skill-biased  technological  change  job  market  minimum  wage  living  wage  equilibrium  sticky  wages  liberal  economic  reform  neoliberal  neoliberalism  underemployed  Workers  Union  macroeconomic  policy  unemployment  skills  gap  education  policy  vocational  education  poverty  trap  student  debt  student  loan  downward  mobility  welfare  state  Higher  income  inequality  Privileged  Middle  Class  Sozialer  Abstieg  squeezed  Public  Services  Services  child  poverty  poverty  American  Dream  output  gap  potential  output  added  value  value  creation  capital  skills  human  capital  dehumanisation  subhuman  trickle-down  economics  dogma  ideology  austerity  policy  error  policy  folly  UK  state  capital 
july 2015 by asterisk2a
bethanye Blount Velocity NY 2014 Keynote: "Build a Better Unicorn..." - YouTube
>> lot has already been blogged about how hiring for STEM is somewhat broken - http://techcrunch.com/search/hiring#stq=hiring&stp=1 // because of existing stakeholder look and talk the same and have the same education background. living in their own created bubble. prejudice against everything that is not them. --- thats what I read into the satus quo description. // &! &! OSCON 2013: Laura Weidman Powers, "Diversity in the Innovation Economy" - youtu.be/7HWKXUNrL8g &! youtu.be/oAzW1EmpxLA
Software  Development  HR  human  resources  Leadership  management  people  management  Start-Up  lesson  Start-Up  advice  scaling  economies  of  scale  hiring  hiring  process  pattern  matching  pattern  recognition  gender  bias  selection  bias  confirmation  bias  bias  Privileged  privilege  male  privilege  Silicon  Valley  diversity  Women  in  Tech  STEM  gender-based  discrimination  gender  politics  gender  policing  gender  inequality  straight  white  male  white  male  privilege  ethnic  minority  minority  black  minority  asshole  culture  brogrammer  corporate  culture  jock  culture  Campus 
july 2015 by asterisk2a
Reddit Is Tearing Itself Apart
via - redd.it/3bxua2 // &! bit.ly/1LMuYFb Reading some of the mods complaints and history, it seems Reddit management has a problem ... with management, internal communication and HR. plus a lack of leadership, vision, roadmap, plus lack of qualified engineers that help mods do their work, even thinks like approving pull requests for reddit opensource "Reddit Companion." All compounded by not making lots of money, instead using the round they've raised from A16Z to move to a more expensive office (see CEO yishan resigning over this move, and the stress of being the CEO of Reddit [meaning there is little deeper management structure and experience to fan out the work, responsibilities and stress.)!? << onforb.es/1IyJ5Mm // I think it is true if you describe internal reddit as still yet to grow out of chaos and daily little mistakes along the way that have start-ups with hockey stick growth!? Reddit is not ur usual Silicon Valley Start-Up. I has a very different story, thus problems.
Reddit  community  management  management  HR  human  resources  community  operations  Alexis  Ohanian  Ellen  Pao  Start-Up  lesson  Start-Up  advice  Leadership  team  management  product  management  people  management  business  management  project  management  business  model  communication  user  generated  content  YouTube  Twitter  Pinterest  scaling  scale 
july 2015 by asterisk2a
Guess Who Doesn’t Fit In at Work - NYTimes.com
[ rejecting an applicant because you don't see a fit is your fault by you limited point of view and field, at the end its about the work not necessarily to bond over drinks, sport, parties, ping pong, strip clubs and rating of porn stars and female co-workers ] Discovering shared experiences was one of the most powerful sources of chemistry, but interviewers were primarily interested in new hires whose hobbies, hometowns and biographies matched their own. Bonding over rowing college crew, getting certified in scuba, sipping single-malt Scotches in the Highlands or dining at Michelin-starred restaurants was evidence of fit; sharing a love of teamwork or a passion for pleasing clients was not. Some (former) athletes fit exclusively with other athletes; others fit only with those who played the same sport. At one hiring committee meeting I attended, I watched a partner who was an avid Red Sox fan argue for rejecting a Yankees supporter on the grounds of misfit. &! tcrn.ch/1FPTK2z values!
HR  human  resources  hiring  bias  gender  bias  selection  bias  confirmation  bias  Silicon  Valley  meritocracy  meritocratic  American  Dream  gender-based  discrimination  sexism  Misogynie  misogyny  diversity  Start-Up  lesson  Start-Up  advice  management  people  management  culture  Toff  Privileged  Establishment  straight  white  male  white  male  privilege  male  privilege  value  creation  corporate  values  personal  values  intangible  value 
may 2015 by asterisk2a
Silicon Valley’s Maturity Problem | Re/code
The common diagnosis is that the Valley has a maturity problem, where first-time managers with big responsibilities and budgets build cultures of excessive behavior. But the reality is much more complicated. Rapid growth, a total absence of training, a cultural deficit and employees too focused on perks are a few contributors. Valley companies that want to continue down this path of impressive growth and success need to address these issues. [...] For companies, growing quickly in a very short period of time is a serious HR challenge. It’s hard to hire big numbers of talented employees who are a perfect cultural fit. It consumes significant HR resources and can limit that team’s ability to do anything else, like focus on training, culture or employees’ engagement.
Leadership  Venture  Capital  Angel  Investor  Silicon  Valley  brogrammer  gender-based  discrimination  gender-based  harassment  Women  in  Tech  Female  Founders  Hype  Cycle  jock  culture  Campus  human  resources  HR  people  management 
april 2015 by asterisk2a
Malcolm Gladwell: The Art of Management - YouTube
Humble & smart. Respect and listen the advice from elders. // No technology is good at everything. // True activism can't be replaces with technology. // VC (Venture Capital, Angel Investor) know they can't predict winners, if they said that, that would be equal to predicting the future. Thus they are optimizing with the data at hand, the past (thus biases are active; pattern matching, selection and confirmation bias etc) by selecting what has come before and was successful. Thus, Female Founders will have it harder. Period. That doesn't even include that on a VC firm there are not Female Partners, so Male Partners asses a woman's idea ...
Leadership  management  team  management  people  management  business  management  Success  career  advice  career  careers  career  ladder  Politicians  activists  activism  Venture  Capital  Female  Founders  Angel  Investor  male  privilege  white  male  privilege  straight  white  male 
april 2015 by asterisk2a
Elad Blog: 5 Myths To Building an Awesome Mobile Team
Myth 1: You need to hire mobile experts. Reality: Hire great athletes; mobile “experts” will be useless in 6 months [...] Avoid a “specialist” culture at your company. In general, I think it is good to build a culture of great generalists/athletes rather then specialists for your company. You want people who are hungry, brilliant, and adaptable, and who can move between teams and contribute to the next big thing for the company once they jumpstart your mobile efforts. Ensure the quality of your team stays high. Your existing engineers should interview the potential mobile hires and test them on general computer science skills.
HR  human  resources  hiring  team  management  people  management  Start-Up  lesson  Start-Up  advice 
april 2015 by asterisk2a
Confirmed: Twitter Buys TenXer For Under $50M To Improve Its Tools For Engineers | TechCrunch
In TenXer’s own words, “tenXer helps engineering leads be better managers. Using the data engineers produce every day (via GitHub, Pivotal, JIRA, Asana, Slack, etc.), we deliver the key views, stats and insights managers need to be effective and to help their teams be more productive.”
quantified  self  Programming  programmers  Start-Up  advice  Start-Up  lesson  team  management  scaling  people  management  product  management  GitHub 
april 2015 by asterisk2a
Inside Google’s New CFO’s $70M Pay Package - YouTube
vesting over the course of years. marrying interest of share holders (when public company) and long-term product and company health, growth and competitiveness (via KPI's and OKR's)! // >> different then, to Wall Street, the year by year measurement of performance of pure how much money did you make for us and how much was that compared to last year? more than 15%? here is your bonus. // bc it is about product. money will follow great products. bc money goes where eyeballs are, when we talk about advertising dollars.
renumeration  financial  incentive  incentive  Start-Up  lesson  Start-Up  advice  Silicon  Valley  Wall  Street  HR  human  resources  people  management  team  management  bonuses  bonus 
march 2015 by asterisk2a
Ellen Pao | TechCrunch
taken from the evidence, for females X attitude is not good, for males X attitude and behaviour and character trait is seen in a positive light, ....
Ellen  Pao  KPCB  gender-based  discrimination  Venture  Capital  Start-Up  lesson  Start-Up  advice  HR  human  resources  people  management  business  management  Leadership  everyday  sexism  sexism  sexismus  Misogynie  misogyny  straight  white  male  white  male  privilege  male  privilege  filter  bubble  brogrammer  jock  culture  Campus  Patriarchy 
march 2015 by asterisk2a
Aaron Levie | Box | USC 2014 Alumni Entrepreneur of the Year - YouTube
min 36 - being a CEO. fill your weaknesses with confidants. self-awareness. << make your company successful. recruit the people that are great at x domain. make sure things are cohesive (mission, vision << product strategy) and execute execute execute!!! Still, operate Start-up like, have the structure, ... see Spotify ( https://labs.spotify.com/2014/03/27/spotify-engineering-culture-part-1/ &! tcrn.ch/1eJXzM2 ) &! Buffer " In 2015 we switched to a new organizational structure inspired by Frederic Laloux's Reinventing Organizations. This new structure eliminated the need for managers, bosses and formal hierarchy." &! &! min52 execution, always on, constantly (re-)calibrate, do the smartest things with your time (limited resources) &! (RoL) Return on Luck, exploit your luck & presented opportunity. exploit & maximise = execution. Uber wasn't the first! &! 1:05:00 spend money on contractors that do one off stuff that you are not able to do at a certain quality
Box  Aaron  Levie  scaling  management  people  management  product  management  project  management  Leadership  CEO  organisational  behaviour  organizational  behavior  HR  human  resources  learning  curve  growth  mindset  execution  decision  making  team  management  business  management  Start-Up  lesson  Start-Up  advice 
march 2015 by asterisk2a
Reinventing Organizations: Frederic Laloux: 9782960133509: Amazon.com: Books
How does work happen at Buffer? In 2015 we switched to a new organizational structure inspired by Frederic Laloux's Reinventing Organizations. This new structure eliminated the need for managers, bosses and formal hierarchy. The team now operates on a backbone of self-organizing task forces, meaning that people are able to propose, join and build within any task force at any time. We've seen this blur the lines of what it means to have a job title at Buffer because it's so common to see people working across a wide range of roles and responsibilities. &! https://open.bufferapp.com/no-managers-forest/ - via https://bufferapp.com/journey#what /// &! see also Spotify's approach - https://labs.spotify.com/2014/03/27/spotify-engineering-culture-part-1/ &! http://techcrunch.com/2012/11/17/heres-how-spotify-scales-up-and-stays-agile-it-runs-squads-like-lean-startups/ &! &! open.bufferapp.com/job-descriptions-diversity/
Buffer  Start-Up  lesson  Start-Up  advice  eStar  shareship  people  management  team  management  product  management  project  management  management  business  management  book  agile  scrum  Programming  STEM  Mobile  Creative  Mobile  Creatives  destruction  Future  of  Work  Office  Politics  Vision  Mission  scaling  Spotify  HR  human  resources 
march 2015 by asterisk2a
The Kleiner Perkins Lawsuit, and Rethinking the Confidence-Driven Workplace | Hacker News
"At Google, men were being promoted at a much higher rate than women — because they were nominating themselves for promotion and women were not." [...] to reach positions of power in the tech industry, people need to be able to aggressively speak in meetings. Coaching often includes work on how to effectively communicate in meetings and is sometimes described as assertiveness training. &! from hackernews comments >> In other words unless the environment of respect and normal discussion is not defended it will end up being dominated by a few assholes. I've seen in this meetings most often, you've seen it too. &! http://www.nytimes.com/2015/03/13/upshot/the-kleiner-perkins-lawsuit-and-rethinking-the-confidence-driven-workplace.html
asshole  culture  Silicon  Valley  Venture  Capital  brogrammer  Campus  jock  culture  STEM  Female  Founders  Women  in  Tech  KPCB  Kleiner  Perkins  Caufield  Byers  Ellen  Pao  people  management  HR  human  resources  Start-Up  lesson  Start-Up  advice  management  gender  discrimination  social  discrimination  gender-based  discrimination  gender-based  harassment  Patriarchy  straight  white  male  pattern  matching  pattern  recognition  white  male  privilege  male  privilege  privilege  Privileged  introvert  extrovert  sociopath  psychopath  Leadership  public  perception  self-awareness  public  discourse  public  opinion  public  image  Office  Politics  confidence  Coaching  feminism  feminist 
march 2015 by asterisk2a
Exclusive: Snapchat COO Emily White to Depart Ephemeral Messaging Phenom | Re/code
straight white privileged (entitled) male??? and raising money in a rolling fashion, and rolling in cash ( http://techcrunch.com/2015/03/11/snapchat-500-million/, ... it's not a demonstration stability internally, and he looks like throwing money round - bc he had to pay her and others to leave. Period. // vs syaing it is smart money that helps the product and company ... year right, an Oil Prince will help your App ... &! Alibaba's (China) investment is more of a intelligence gathering venture - http://techcrunch.com/2015/03/12/this-is-more-than-a-crush/ &! story via https://news.ycombinator.com/item?id=9200210
Snapchat  Evan  Spiegel  Leadership  vision  management  uncertainty  people  management  internal  culture  Silicon  Valley 
march 2015 by asterisk2a
BBC - Capital - The real reason bonuses aren’t paid out fairly
“It is important to all employees that, as a matter of fairness, the rules regarding bonuses be clearly articulated and then followed by management,” said Denis Arnold, the Surtman Distinguished Professor of Business Ethics at the University of North Carolina, Charlotte, in the U.S. If not, your team members have less of an incentive to work hard, bring in new business, and devote themselves to the company. They will be more likely to spend too much time engaged in office politics — and to look for other jobs. &! http://www.bbc.com/capital/story/20150205-telltale-signs-of-bad-managers << management &! &! The problem with really smart people is that they often think they know more than everyone else. [might make bad managers, bc they tell people how to do their work, same way they would do it ...] http://www.bbc.com/capital/story/20140528-the-problem-with-smart-people
HR  human  resources  people  management  communication  internal  communication  management  business  management 
february 2015 by asterisk2a
Be the sponge, not the rock | Calacanis.com
@Jason says talented emps w/ little background in a given domain are often more effective than those w/ decades of experience; seasoned pros become biased, stuck in their own ways & in those of the industry; Jason likens their brains to rocks; people without experience who aim to learn & grow are more responsive to current conditions; Jason likens their brains to sponges; in a startup's early days, someone willing to work 15 hrs/day is more valuable than someone w/ 15 yrs of experience
hiring  HR  human  resources  Start-Up  lesson  Start-Up  advice  war  for  talent  Top  people  management  team  management  acqui-hire  acquihire 
february 2015 by asterisk2a
Homosexualität im Management: Kommentar - SPIEGEL ONLINE
Der Ex-Telekom-Vorstand Thomas Sattelberger hat sich als schwul geoutet - nach seiner Konzernkarriere. Er rührt an ein Tabu: Unternehmen halten zwar große Stücke auf Vielfalt. Aber im Top-Management verstecken Homosexuelle sich noch immer. [...] In einem SPIEGEL-Interview sagte er jetzt: "Sie müssen immer damit rechnen, dass diese Information irgendwann gegen Sie verwendet wird." (Lesen Sie hier die ganze Geschichte im neuen SPIEGEL.) [...] Der Unternehmenslenker hat männlich, weiß, von mittlerem Alter zu sein, mit hohem Testosteronspiegel und entzückender Familie. Denn je weiter oben, desto wichtiger ist die Zugehörigkeit zum Rudel. Leistung wird vorausgesetzt, die letzten Meter macht das Netzwerk. [...] Führungskräfte rekrutieren nach dem Ähnlichkeitsprinzip, ob bewusst oder unbewusst. So fördert der große Hartmut den kleinen Hartmut - und nicht die Birgit oder den schwulen René. &! &! bit.ly/1Ca85Vc
LGBT  discrimination  LGBTQIASP  employment  Politics  stereotype  prejudice  bias  social  discrimination  gender  pay  gap  glass  ceiling  gender-based  harassment  gender-based  discrimination  HR  human  resources  corporate  culture  corporate  values  corporate  governance  people  management  management  Paragraph  175  Germany  generationy  Millennials  role  model 
february 2015 by asterisk2a
Keith Yamashita: The 3 Habits of Great Creative Teams - YouTube
team. diversity of team (ensemble). commitment. not settle for less. envision, fight for and belief in greatness. environment where people can be their best selves. soloist are get stuck most of the time. App - unstuck. Team has to figure itself out how to work, how it works best. ie Each playing only to their strength. ... courageous an act being yourself and surrendering yourself to the tasks at hand.
creativity  creative  destruction  creative  Mobile  Mobile  Creatives  Future  of  Work  Start-Up  lesson  Start-Up  advice  team  management  people  management  culture  product  management  project  management  management 
january 2015 by asterisk2a
The Value of Aggression — Ode to Dan Gable | The Blog of Author Tim Ferriss
always being on the offence, the aggressor, ... not wanting to loose is the wrong approach, wrong mentality // ie BVB - http://www.spiegel.de/video/borussia-dortmund-bvb-wie-ein-abstiegskandidat-video-1542851.html // vs mentality wanting to win again even after winning big before ... http://www.spiegel.de/video/pep-guardiola-erklaert-fc-bayern-sammer-und-rummenigge-liebe-video-1542878.html // "Tim Ferriss on what inspires him to write daily, invest mindfully, and push his body to the limits" - http://youtu.be/jKqAV1l5IQw?t=1h35m ... 1h36m ... 'don't talk yourself out of being number one.' ... success, people can get stuck with always-on with wanting to be always no. 1.
life  hacker  life  lesson  competitive  gaming  elite  athlete  elite  sports  competitiveness  competitive  competition  Wettbewerb  Start-Up  lesson  Start-Up  advice  Jürgen  Klopp  team  management  people  management  Tim  Ferriss 
december 2014 by asterisk2a
Emotionen erkennen können lohnt sich. www.psychologie-heute.de
Die Bonner Wissenschaftler folgern, dass bei der Auswahl von Führungskräften mehr Wert auf die Fähigkeit zur Emotions-Erkennung gelegt werden sollte – vor allem, wenn es im Beruf auf den Umgang mit Menschen ankommt. "Wie oft hört man Führungskräfte von Verständnis und Wertschätzung sprechen", kritisiert Blickle – "und wenn man ihr Führungsverhalten sieht, stellt man fest, dass sie beides nicht haben."
EQ  IQ  HR  human  resources  people  management  managementm  team  management  management  business  management  Leadership 
november 2014 by asterisk2a
Women 'belittled, underappreciated and underpaid in tech industry', Guardian readers say | Technology | The Guardian
“Beyond structural gender disparities, many respondents complained of a ‘macho, misogynist culture’, with bosses organizing events at strip clubs, and frequent commentary on women’s bodies the norm. That culture was reinforced elsewhere, with female staff told to smarten up, wear lipstick, and some required to attend trade shows where ‘booth babes’ – scantily-clad models promoting products – were commonplace.”
Silicon  Valley  Women  in  Tech  gender  politics  gender  pay  gap  gender  policing  everyday  sexism  sexism  sexismus  racism  straight  white  male  white  male  privilege  male  privilege  Patriarchy  Misogynie  misogyny  diversity  gender  inequality  gender-based  harassment  gender-based  discrimination  gender  gap  HR  human  resources  management  people  management  brogrammer  subculture  Campus  Culture  jock  STEM 
november 2014 by asterisk2a
Women, what would you say is the most difficult part of working in a male dominated field? : AskWomen
ie Comments!!! &!&!&! http://randi.io/wp/archives/86 - via https://news.ycombinator.com/item?id=8613855 "This post is dedicated to all of the people that think sexism in tech doesn’t exist, that harassment isn’t a big deal, that trolling is harmless and funny, and that the gender disparity in tech is due simply to biology. I originally posted my story on Facebook and later on imgur under the title Abusing Women is the New Normal. It’s the first time I ever publicly discussed everything that had happened. I told the shorter version of my story there, and I’m going to tell you the longer version today. Trigger Warnings abound." &!&!& http://www.newstatesman.com/blogs/laurie-penny/2011/07/women-business-finance-power &!&!& http://www.washingtonpost.com/blogs/wonkblog/wp/2014/11/18/why-women-make-less-when-they-work-for-men/
STEM  Women  in  Tech  people  management  straight  white  male  white  male  privilege  gender-based  discrimination  gender  pay  gap  gender  politics  gender  policing  HR  human  resources  management  team  management  gender  equality  gender  inequality  gender  gap  beyond  workplace  drama  workplace  work  environment  brogrammer  subculture  Patriarchy  feminism  feminist  gender-based  harassment  everyday  sexism  sexism  sexismus  Misogynie  misogyny  glass  ceiling  personal  values  corporate  values  corporate  governance  corporate  culture  ethical  machine  moral  beliefs  morality  morals  diversity  Silicon  Valley 
november 2014 by asterisk2a
Unrest at Nest Labs
Coming from Dropcam, which boasted a much more egalitarian culture, a clash seems all but inevitable. Yet these employees also suggest that the differences between Dropcam and Nest are not just stylistic. One Nest employee says that Nest, which employs between 700 and 800 people, will see roughly double the revenue of Dropcam this year but that Dropcam, which employs 100 people, is growing its revenue eight times as fast, thanks largely to its subscription business. Many employees were reportedly disappointed to sell to Google because “we were firing on all cylinders, with a sensor product about to be released and an outdoor camera about to come out in 2015 and great sales. It just felt like we’d been chopped off at the knees.”
Dropcam  Google  Nest  Labs  corporate  culture  corporate  values  personal  values  Hype  Hype  Cycle  Apple  Steve  Jobs  Tony  Fadell  people  management  management  HR  team  management  Silicon  Valley  Start-Up  advice  Start-Up  lesson  Leadership  authority  Cult 
november 2014 by asterisk2a
Teamwork: Warum Teamarbeit blind und faul macht - SPIEGEL ONLINE
Ein Zeichen für den Teamwahn ist der anhaltende Vormarsch des Großraumbüros. Hier wird auf Zuruf geteamt. Dabei sind die Nachteile erdrückend. Selbst Mitarbeiter, die stetes Bienenstocksummen ganz gut vertragen, fühlen sich bei kreativen Aufgaben gestört. Je zurückhaltender jemand veranlagt ist, desto schlechter kann er dort arbeiten, geschweige denn Geistesblitze schleudern. Und in Großraumbüros, das hat eine Forschergruppe der Universität Stockholm herausgefunden, melden sich Mitarbeiter häufiger krank. [...] führe Groupthink dazu, dass sich Gruppen unverwundbar fühlen und glauben, ihre Sichtweise sei auch unter ethischen Gesichtspunkten die einzig richtige. [...] Niemand sei mehr bereit, persönlich Verantwortung zu übernehmen, man verstecke sich lieber in der Gruppe. [...] Advocatus Diaboli [...] Betriebsblindheit
workplace  work  environment  knowledge  worker  Mobile  Creative  Mobile  Creatives  creativity  HR  human  resources  team  management  people  management  management  eureka  Start-Up  lesson  Start-Up  advice  productivity  distraction  introvert  Groupthink  group  behavior  behaviour  sociology  peer  pressure  psychology  Betriebsblindheit  Brainstorming  Susan  Cain.  book 
october 2014 by asterisk2a
Bezos Faces Season of Worsts as Losses Mount | Hacker News
According to the book "The Everything Store", Amazon employees pay for the parking ($20-30 per day). Coffee machines are ancient varieties but it's better than past when employees also had to pay for coffee. You get the desk that is downright cheapest possible thing you can get. And so on... If you are wondering how Amazon can attract any talent at all, the answer is that 70% staff is college hires that were promised significant stock. The caveat is that it doesn't even start getting vested until after 3rd year. Most of the hires leaves in about 2 year (attrition rate is being rumored as much as 70%). So their secret is feeding the growth engine on huge swaths of college hires that can be lured for stock options in distant futures with expectation that they will just leave before vesting starts. [...] Amazon seems to really lack a unified culture, [ ... explains those who actually stay, get promoted ... see http://www.bbc.co.uk/news/business-29617115 ]
people  management  HR  human  resources  hiring  management  product  management  project  management  team  management  technical  lead  Jeff  Bezos  work  environment  Personal  workplace  workforce  knowledge  worker  practical  skills  practical  skill  set  Mobile  Creative  Mobile  Creatives 
october 2014 by asterisk2a
BBC News - Audit Scotland raises concerns over three Scottish NHS boards
[no competitive pay ie Aberdeen with its high living cost and dreary city] [and Remoteish locations, and maybe even not 100% qualified people on the steering wheel ... symptoms of public service jobs ...] This was mainly due to overspend and weaknesses in financial management at Raigmore Hospital in Inverness. Other factors were increased spending on agency and locum staff, and meeting national waiting time targets. Ms Gardner said poor financial management at NHS Orkney had led to it receiving £1m brokerage from the Scottish government. This was mainly required to hire locum doctors to cover vacant medical posts. There was a reliance on non-recurring savings by both health boards, which is not sustainable in the long-term, the report said. And it said there were concerns about the capacity of the finance team at NHS Orkney to cope with further pressures.
NHS  Public  Services  service  management  people  management  Perks  HR  human  resources  competitiveness  competitive 
october 2014 by asterisk2a
Studie zur Generation Y: Leistungsbereiter als bisher angenommen - SPIEGEL ONLINE
Offenbar ist die Generation der 20- bis 30-Jährigen aber deutlich leistungsbereiter als bisher angenommen. Zu diesem Ergebnis kommt eine Umfrage, die dem KarriereSPIEGEL exklusiv vorliegt. Demnach achten nur etwa 21 Prozent der Berufseinsteiger in Deutschland in Karrierefragen primär auf die innere Zufriedenheit. "Die Generation Y ist in ihrer Mehrzahl leistungswillig und sehr zielstrebig", sagt Roman Diehl, Auftraggeber der Analyse. [...] Die Generation der 20- bis 30-Jährigen sei durchaus an einer langfristigen Bindung an Unternehmen interessiert, glauben die Studienautoren. Unter den wichtigsten Faktoren, die ein attraktives Unternehmen ausmacht, steht ein gutes Arbeitsklima an erster Stelle - die wichtigsten Kriterien dabei sind Fairness (70 Prozent), Wertschätzung (52 Prozent), Vertrauen (34 Prozent). [...] "Aber viele Unternehmen müssen grundlegend an ihrer Unternehmenskultur arbeiten. Ohne einen partizipativen Führungsstil und ein wertschätzendes, offenes Betriebsklima verspiel
generationy  HR  human  resources  workforce  work  life  balance  security  Sicherheit  uncertainty  flat  world  globalization  globalisation  Mobile  Creative  Mobile  Creatives  Future  of  practical  skills  practical  skill  set  education  policy  Germany  management  people  management  team  management  diversity  glass  ceiling  gender  pay  gap  straight  white  male  Leadership  transparency  corporate  culture  corporate  values 
october 2014 by asterisk2a
BBC News - Why firms don't want you to be brilliant at your job
The last reason is the one that troubles me most. It may not be true that the partners are miles dimmer than the graduates. It is just that the two can't talk to each other, and so are blind to each other's strengths. It was always the case that the old and the young sometimes struggled to understand each other at work, but now it is more true than ever. [...] The graduate trainees joining this year will be among the first to have grown up on the internet, which means they communicate differently, think differently, acquire knowledge differently and do different things with it. They look at the partners and see slowness - the partners look at them and feel sad about their limited vocabulary, and wonder if they have ever read a book.
work  environment  people  management  team  management  management  Personal  HR  human  resources  Millennials  generational  change  babyboomers  generationy  beyond  workplace  drama  workplace  Future  of  knowledge  worker  Mobile  Creative  Mobile  Creatives  practical  skills  practical  skill  set  workforce 
october 2014 by asterisk2a
Oliver Samwer: Management-Stil bei Rocket Internet - SPIEGEL ONLINE
Kultur der harten Arbeit [...] könnte den Brüdern aber gerade bei der Rekrutierung von leistungshungrigen Nachwuchsmanagern nutzen: "Man hätte denken können, dass die Berichterstattung zu der 'Blitzkriegs-Mail' sich negativ ausgewirkt hätte - aber das Gegenteil war der Fall: Auf potenzielle Mitarbeiter und Geschäftspartner wirkte das besonders engagiert", sagt Joel Kaczmarek, Autor des Buches "Die Paten des Internets" über die Samwer-Brüder. "Das Image von Rocket wirkt anziehend auf Leute, die arbeitsintensive Umfelder suchen." [...] Andererseits locke das Image Leute an, die bereit seien, vollen Einsatz zu geben. "Und es schreckt die ab, die man sowieso nicht haben will." [...] "Rocket sucht Soldaten, keine Kapitäne. [ << Beneficial/Works for Copy Clone Werkstatt Only. But not for small teams that break new grounds. ] [...] "Außerdem versprechen sie sich damit eine Abkürzung zum Erfolg." [ short-sightedness - illusion about Career Ladder ]
Rocket  Internet  Samwer  Brothers  Oliver  Samwer  Personal  Management  people  corporate  culture  corporate  values  values  Start-Up  lesson  Start-Up  advice  short-term  thinking  short-term  view  Germany  Berlin  Start-Up  Scene  employee  Millennials  generationy 
october 2014 by asterisk2a
Eric Schmidt on New Book, Apple-Google Competition: Video - Bloomberg
+ How Google Works by Eric Schmidt and Jonathan Rosenberg – review An exploration of how the internet giant is run – complete with ideological inconsistencies - http://www.theguardian.com/books/2014/sep/26/how-google-works-eric-schmidt-jonathan-rosenberg-review + http://www.macrumors.com/2014/09/24/google-chairman-eric-schmidt-on-competition/ +!+!+ "Schmidt's “How Google Works” encourages managers to think big, fail fast, rely on data, but these principles may not apply to the average company" http://www.economist.com/news/books-and-arts/21620056-search-giant-shares-some-its-business-methods-dont-be-modest
Google  Apple  book  fail  fast  ericschmidt  Eric  Schmidt  people  management  corporate  culture  corporate  values  Start-Up  lesson  Start-Up  advice  management  team  management  Big  Data 
september 2014 by asterisk2a
3sat.online - Mediathek: Das Unbewusste - Teil 1
several layers of conciousness. raw conciousness comes from upper brain stem. thus making the case for animal rights. +!+!+!+ science has proven that (generally/majority) men perform best under stress. - hunter - / - on the other side women perform best when not under stress. - gatherer/carer. +!+!+!+!+ Part 2 - http://www.3sat.de/mediathek/?mode=play&obj=45912 - min 18 talks about where the ego (confidence) comes from and how it is formed.
subconscious  conciousness  Psychiatry  psychology  PTSD  anxiety  Yoram  Yovell  neuroscience  neurology  neurobiology  Trauma  evolution  people  management  team  management  ego  confidence 
september 2014 by asterisk2a
Apple Watch: Are Jony Ive's Fingerprints All Over It? - YouTube
... away from all Android manufacturers & Co. not just a laptop or phone or smart watch. 2 steps always ahead. it being pretty. it branding it. it talking about it in a special way. it making it an aspirational product. charging for it at the top echelons of electronics. /// and the hires prove that that this is the way forward. period. /// +++ with the up-scale versions, luxury versions and the individuality of the apple watch, apple created a new product category. not just a smart watch from apple (a mini iphone). NO! a complete new product/product category with it's entry model and the limit is only the sky ... https://www.youtube.com/watch?v=xWvYBgmOaAE +++ http://recode.net/2014/09/09/its-tim-cooks-apple-now/
Apple  Design  aspirational  product  differentiation  differentiate  Leadership  people  management  team  management  product  management  project  management  Jony  Ive  Steve  Jobs  business  model  management  status  symbol  social  status  socioeconomic  status  status  anxiety  materialism  Consumerism  consumerist  branding  Brand  PR  public  relations  communication  language 
september 2014 by asterisk2a
What Happened to Motorola | Chicago magazine | September 2014
When healthy internal competition degenerated into damaging infighting. [...] 1984, the cellular business “exploded," “It was the glamour sector of the company, the industry, and the country.” But it also introduced a toxic element into Motorola’s corporate culture. Employees in the public safety division, who were chugging along selling to cops & firefighters, watched & seethed as the handset division lavished riches on its own. Handset people bought luxury cars the day they got their bonuses. [...] The era of “warring tribes,” as Motorolans refer to it, had begun. Screaming fights between sector heads rattled the corporate halls. CEOs William Weisz (1986–88) and then George Fisher (1988–93), committed to the strategy of stirring up internal competition, did little to stop them. [...] Motorola had so mightily struggled: Software.
management  product  management  team  management  people  management  project  management  business  management  Motorola  corporate  culture  corporate  values  Leadership  Nokia  executive  luck  CEO  Why  Software  Is  Eating  the  World  Software  Is  Eating  World  Software 
august 2014 by asterisk2a
Talent Wars: Silicon Valley vs. Wall Street | Hacker News
"key point missing: who gets respect where. Companies like Google are run by engineers while companies like Goldman are run by business people. This sounds obvious, but it has deep implications for how you are treated, how much potential you have to develop your career, etc. The best way to have a great career is to be close to the core of your employer, i.e. where the money comes from. If you aren't, you'll be a necessary evil who can be mistreated without much risk to the company (there are of course exceptions, like product managers at tech companies and quants at finance companies). [...] But my advice to new graduates is to be strategic in your career, i.e. look ahead 10+ years when you'll be more senior. Go in a direction where you'll be valued." || >> being an engineer at the original Groupon is a different position in value to business core compared 2 engineering position @GOOG + http://bit.ly/1q7M4BA || http://tcrn.ch/1rgmYmP
Wall  Street  Silicon  Valley  career  advice  careers  career  HR  human  resources  people  management  management  team  management  Start-Up  lesson  Start-Up  advice  hiring 
august 2014 by asterisk2a
Narzissmuss: Ursprung liegt oft in der Kindheit - SPIEGEL ONLINE
Wir haben eine narzisstische Gesellschaftsstruktur, die diese Fähigkeiten quasi verlangt. SPIEGEL ONLINE: Befördert unsere Leistungsgesellschaft Narzissmus? Oder haben Narzissten einfach mehr Erfolg in diesem System? Wardetzki: Sowohl als auch. [...] SPIEGEL ONLINE: Gibt es Unterschiede zwischen den Geschlechtern? Wardetzki: Ja, das hat kulturelle Wurzeln. Der männliche Narzisst ist eher von der grandiosen, machtbetonten Form. Die Narzisstin definiert sich mehr über Leistung, Perfektionismus, Attraktivität und Anpassung. Sie ist ein menschliches Chamäleon. Sie kommt in einen Raum, spürt genau, was gerade angesagt ist und kann sich perfekt in die Situation einfügen. --->>> see last thing about having a narcissistic superior.
narcissism  Celebrity  of  You  personality  childhood  status  anxiety  status  symbol  social  status  parenting  parenthood  sociology  society  western  society  materialism  gossip  culture  gossip  celeb  culture  instant  gratification  attention  attention  span  identification  identity  people  management  team  management  project  management  product  management  management  HR  human  resources 
august 2014 by asterisk2a
Manufacturing the Talent Shortage, by Dimas Guardado | Model View Culture
In order to fully realize the vision of a technical workforce that serves the needs of our diverse populations, we will need to ensure that all workers, regardless of their background, experience level, or motivation for entering the field, have access to the resources they need to achieve mastery in their profession. We need not wait for future generations to pass through Computer Science programs and coding bootcamps to construct the environments in which our current and future colleagues will find success. Organizations can take on practices that encourage mutual instruction, facilitate knowledge sharing, and produce safety mechanisms for problems that might arise from knowledge gaps. Code review, pair programming, coding standards, practice fields, retrospectives, testing, and monitoring are all practices that are well known to support these aims, and many can be used specifically with an eye towards developing and growing emerging talent.
hiring  HR  human  resources  brogrammer  STEM  education  policy  workforce  knowledge  worker  knowledge  economy  domain  knowledge  skill-biased  technological  change  Future  of  Work  Mobile  Creative  Mobile  Creatives  Silicon  Valley  culture  Start-Up  advice  Start-Up  lesson  environment  workplace  DIY  war  for  talent  talent  career  advice  people  management  diversity  meritocratic  meritocracy  on  job  training 
august 2014 by asterisk2a
How Do You Solve A Problem Like Marissa?
... Wall Street. ... but question remains :: Marissa likes to be lauded (that is what they write about the person - Marissa Mayer - they the tech press in SF/SV). Is she too shy to up-set people, within, making hard decisions, having the hard conversations? Cutting 30% of workforce, cutting this or that pig. Making Yahoo! her own bitch, communicating clearly that the road they travelled on doesn't lead them to a better, more sustainable, stable future? Is that what is holding her back - her liking to be liked, praised, lauded? Only she knows. And only months after a post-partum or post-mortem we will hear it from her. But consider this, there is no magic wand for Yahoo! Not one single trick that changes it all. Google was a self-runner, because of the magic wand called AdSense. She never had to make and asses (with incomplete information and a in a fast moving world) such difficult decisions. Never was she more visible and held publicly, by bystanders and amateurs, accountable.
Yahoo!  Marissa  Mayer  Alibaba  Wall  Street  CEO  Leadership  Vision  people  management  business  management  management 
july 2014 by asterisk2a
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