Showing posts with label Employee Manual. Show all posts
Showing posts with label Employee Manual. Show all posts

Tuesday, September 4, 2012

Apple vs Samsung - Ethics

In the last two postings, Samsung has regretfully been a topic about poor Customer Service. The court decision in California upheld Apple's case about copying, indicating additional possible company culture issues? All of this is not a good use of company money by fighting in court (which directly affects profitability and brand image),....but it seems to be part of our litigious nature. What ever happened to the hand shake and person's word being their bond?

Sadly, not for many years now.

Ethics seems to stem from parental values, country values, educational reinforcement or lack there of, core values espoused by the company and reiterated/communicated in employee handbooks and demonstrated over many years, Leadership, and Senior Management values.

Do you agree?



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Monday, March 5, 2012

New Demographics about older populations in the US: Old-Age and Divorce

Two recent articles in the Wall Street Journal address new information about demographics in the US, in particular, older populations and divorce. For those whose markets/products are affected, these may be of  particular interest.

This data DOES affect most companies, in one form or another. Anywhere from pools of employees, possible absences due to employees having to care for parents/grand parents, to employment benefits long term insurance, succession planning, visioning and social media, to just mention a few.

The link to each article is at the end of the two articles, if you desire to access the original ones.

Death Gets in the Way of Old-Age Gains

A new research paper, and a census surprise, are calling into question some long-held beliefs about a morbid bit of math: how much mortality rates increase with age.
It's no surprise that the older a group of people get, the higher the percentage of them who will die in any given time period. Benjamin Gompertz, a 19th-century British mathematician, charted the increase in mortality rates as very regular. His Gompertz law of mortality says that each additional period brings a constant percentage increase in mortality rates.
[NUMBGUY]
In the 20th century, though, as the world population aged and demographers' data improved, Gompertz started to look fallible. Researchers have found that, starting around age 80, mortality keeps increasing, but more slowly. More 100-year-olds die before turning 101 than 80-year-olds do before their 81st birthday, but the difference was less than Gompertz predicted.

But Gompertz may be right after all. In a study published last year and publicized last month, two longtime researchers of aging and believers in the late-life mortality slowdown reported that they and others were wrong. Death rates among Americans born between 1875 and 1895 kept on climbing steadily as they aged, they found, all the way through age 106, when their numbers got too sparse to follow.

This is bad news for anyone who wants to reach the century mark, but could provide an odd measure of relief for pensions, retirement programs and medical insurers, whose costs rise as people live longer.
The result came as a surprise to the study's authors, Leonid Gavrilov and Natalia Gavrilova, a husband-and-wife team at the Center on Aging, part of the research center NORC at the University of Chicago. They married in 1975 after he proposed—with a promise he would discover how to halt aging if she would accept.

In their jointly written papers and books over the past three-plus decades, they have advanced what they call a reliability theory of aging. This suggests that the body, like a machine, amasses more flaws as it ages. Redundancies in design meant to keep it from failing become more heavily loaded with time, increasing the probability of breakdown, or death. Past a certain point, these layers of defense have fallen away and mortality approaches a constant rate.

Their model therefore predicted a slowdown in mortality increases with age, which their new study calls into question. "We are confronted with inconvenient truth for our theory, and we have to accept what the data say," the authors wrote in a response to questions, that, like most of their writing, was a collaborative effort. "Now we are trying to reconcile the reliability theory of aging with our new observations."

Their findings have created a stir among demographers and others who study the very oldest people. Some hail the findings as offering important insight into how people age, and in explaining an unexpected slowdown in the rise in the ranks of American centenarians.

In 2004, the Census Bureau projected that there would be 114,000 people aged 100 or older by 2010 and 1.1 million centenarians by 2050. But the 2010 census counted just 53,364, a slender 5.8% increase from 2000. And now the Census Bureau is projecting there will be 592,000 Americans age 100 or older by 2050.

"Centenarian data have a long history of being affected by various data-quality issues," says Julie A. Meyer, an analyst in the Census Bureau's population division. She adds that the bureau's projections staff "is continuing to improve the accuracy of mortality estimates."

Robert Young, who administers the database of the Gerontology Research Group, which tracks the world's oldest people, says the new study "helped to explain why this error was made." He adds, "It seems that predictions of future centenarian counts are often unnecessarily rosy."
However, other researchers question the findings. Underlying the controversy is that many other studies have documented the plateau in death rates the new study rebuts. "There is actually a very deep controversy underlying the results presented," says Laurence Mueller, a professor of ecology and evolutionary biology at the University of California, Irvine.

One aspect of how the latest study was conducted may help explain some of the discrepancy. Dr. Gavrilov and Dr. Gavrilova used a data set of deaths from the Social Security Administration that allowed them to track all Americans born between 1875 and 1895 who died before 2011—presumably, all of them. This presents two advantages over other data sets. One is that birth and death dates are derived from the same source, rather than potentially inconsistent data. Another is they can track monthly rather than annual changes in mortality, which can help correct for understated death rates.
It remains to be seen, though, if this pattern will apply to other sets of aging populations. Dr. Gavrilov and Dr. Gavrilova say they will be watching. "For people born after the 1940s, there is only one way to get mortality data above age 80 years," they write. "That is to wait."

The Gray Divorcés

The divorce rate for people 50 and over has doubled in the past two decades. Why baby boomers are breaking up late in life like no generation before.


For years, 51-year-old Dawn and her husband of two decades, Tim, had buried their differences over finances, child-rearing and religion. But when the last of the Wisconsin couple's three daughters was finishing high school in 2009, those differences were all that Dawn could see. "I had gone back to school to advance my career as a paralegal, and his work had dwindled, so he was just basically hanging out with his buddies," she says. "We had nothing to talk about, and when we did, it was bickering."

They had stayed together all those years because of the kids, but now nothing was left. "He was so uncompassionate, and I had turned to my religion, and he would never go to church with me," she says. "I realized that I was alone in the marriage and would be better off with someone whose values and interests were more like mine." She seized the moment and left, filing for divorce.
While divorce is declining overall, the divorce rate among those 50-plus has doubled over the past two decades. Susan Gregory Thomas on Lunch Break discusses why gray divorce is on the rise.
For the new generation of empty-nesters, divorce is increasingly common. Among people ages 50 and older, the divorce rate has doubled over the past two decades, according to new research by sociologists Susan Brown and I-Fen Lin of Bowling Green State University, whose paper, "The Gray Divorce Revolution," Prof. Brown will present at Ohio State University this April. The paper draws on data from the 1990 U.S. Vital Statistics Report and the 2009 American Community Survey, administered by the U.S. Census Bureau, which asked all respondents if they'd divorced in the past 12 months.
Though overall national divorce rates have declined since spiking in the 1980s, "gray divorce" has risen to its highest level on record, according to Prof. Brown. In 1990, only one in 10 people who got divorced was 50 or older; by 2009, the number was roughly one in four. More than 600,000 people ages 50 and older got divorced in 2009.

What's more, a 2004 national survey conducted by AARP found that women are the ones initiating most of these breakups. Among divorces by people ages 40-69, women reported seeking the split 66% of the time. And cheating doesn't appear to be the driving force in gray divorce. The same AARP survey found that 27% of divorcés cited infidelity as one of their top three reasons for seeking a divorce—which is not out of line with estimates of infidelity as a factor in divorce in the general population.
So what is going on with these baby boomers? Are they finally seeking adventure, now that their kids are out of the house? Are the women exacting their revenge, at last, against the feminine mystique?

In 1990, 1 in 10 of all divorces were by people ages 50+. In 2009, 1 in 4 of all divorces were by people ages 50+.
The trend defies any simple explanation, but it springs at least in part from boomers' status as the first generation to enter into marriage with goals largely focused on self-fulfillment. As they look around their empty nests and toward decades more of healthy life, they are increasingly deciding that they've done their parental duty and now want out. These decisions are changing not just the portrait of aging people in the U.S., as boomers swell the ranks of the elderly, but also the meaning of the traditional vow to stay together until "death do us part."

"Some of those marriages that in previous generations would have ended in death now end in divorce," says Betsey Stevenson, assistant professor of business and public policy at the Wharton School of the University of Pennsylvania, who studies marriage and divorce. In the past, many people simply didn't live long enough to reach the 40-year itch. "You can't divorce if you're dead," says Ms. Stevenson.

But that's not the whole story, given that the bulk of the increase in late-in-life divorce has come among people ages 50-64. As a generation, boomers have changed American notions of marriage—and in the process, they have sown the seeds of their own discontent.

Most sociologists argue that boomers entered marriage with expectations very different from those of previous generations. "In the 1970s, there was, for the first time, a focus on marriage needing to make individuals happy, rather than on how well each individual fulfilled their marital roles," says Prof. Brown, author of the gray marriage paper.

According to Prof. Brown, over the past century there have been three "phases" of American views of marriage. First, there was the "institutional" phase, in the decades before World War II, when marriage was seen largely as an economic union.

This was succeeded in the 1950s and '60s by the "companionate" phase, in which a successful marriage was defined by the degree to which each spouse could fulfill his or her role. Husbands were measured by their prowess as providers and wives by their skills in homemaking and motherhood.
In the 1970s, the boomers initiated what Prof. Brown calls the "individualized" phase, with an emphasis on the satisfaction of personal needs. "Individualized marriage is more egocentric... Before the 1970s, no one would have thought to separate out the self as being distinct from the roles of good wife and mother."

None of this is especially surprising for the "Me Generation," but today's gray divorces include a generational twist: For many boomers, it is not their first marital split. Fifty-three percent of the people over 50 now getting divorced have done so at least once before.
More than 600,000 people ages 50 and older got divorced in 2009.
In fact, more "complex marital biographies," as Prof. Brown puts it, seem to be one of the driving forces behind gray divorce. Having been married previously doubles the risk of divorce for those ages 50 to 64. For those ages 65 and up, the risk factor quadruples.

For boomers who have had trouble maintaining commitments in the past, hitting the empty-nest phase seems to trigger thoughts of mortality—and of vanishing possibilities for self-fulfillment.
"With the children out of the house, boomers in unhappy marriages often look at each other and think, 'I may have another 25 to 35 years to live. Do I want to spend it with this person?' " says Deirdre Bair, author of the book, "Calling It Quits: Late-Life Divorce and Starting Over," a chronicle of nearly 400 interviews with people splitting in midlife. "There is an overwhelming, urgent feeling among them of, 'I have to strike out now, or I'll never have the chance again,' " says Ms. Bair.
Many of those now opting for gray divorces, however, fail to foresee its complications in today's bleak economic landscape. This is especially true of women.

[DIVORCE]

Though homes are often awarded to ex-wives, points out Pennsylvania divorce and family lawyer Elizabeth Bennett, this can be a burden instead of a blessing in a collapsed housing market. And when it comes to obligations to kids for things like continuing education, weddings and down payments on homes, according to Janice L. Green, a divorce and family law attorney in Texas, "it's always the mother who is willing to give up settlement money that should be on her side of the ledger."

Divorcing fathers have their own reasons to be concerned. According to a 2003 study from the University of North Florida, they are more likely to see a major decline in contact with at least one child, compared with stably married fathers, whereas divorced mothers tend to get closer to their children.
Still, many older divorcés say they're happy. According to the 2004 AARP survey, the vast majority of divorcés ages 40-79 (80%) consider themselves, on a scale from 1 to 10, to be on the top half of life's ladder. A majority of 56% even consider themselves to be on the uppermost rung (8-10). But "being alone" was nonetheless the top fear among both men and women, and those who had remarried reported significantly higher levels of life satisfaction.

So would some of these late-in-life divorcés have been better off trying to preserve their troubled marriages? According to John Mordecai Gottman, founder of the Gottman Institute in Seattle and author of "What Predicts Divorce?," the behavioral precursors to late-life or empty nest divorce are no different from those for younger couples—criticism, defensiveness, contempt and stonewalling. And, of course, the longer such behavior has persisted, the more deeply ingrained it becomes in a couple's personal dynamic.

In its work with older couples in crisis, Gottman Institute therapists recommend that spouses "turn toward" each other—that is, that they actively respond to bids for reconnection—rather than, say, snapping: "Excuse me, I'm trying to watch 'CSI' here!"
Those boomers who can't manage to hold on to their marriages, though, will hardly be alone. Prof. Brown's paper predicts that the number of over-50 divorces in 2030, based on current trends, could easily top 800,000 per year. And all those new divorcés shouldn't have too much trouble finding a date. Indeed, over the past year, the number of dating-site users 50 or older has grown twice as rapidly as any other age group, according to comScore Inc., an online data-analysis and marketing company.
Dawn, the 51-year-old who divorced her husband of 20 years, found her current boyfriend of nine months on the over-50 dating site OurTime.com. He's a divorcé with no children, and Dawn describes him as "very religious and compassionate, the things I was lacking in my former husband." Her kids—19, 20 and 26—are less sure, she says. "You can't expect kids to be excited about a new person who isn't their dad…But I'm very happy."

Death Gets in the Way of Old-Age Gains  

The Gray Divorcés

Wednesday, February 29, 2012

ETHICS, Drugs and Morality: How they affect Communication, Productivity and Everyday Life- Part III

When asked WHY, after conducting pre-hire assessments of candidates, and drug screening prior to hire,  the client still has issues with employees who have been long term employees in the areas of ethics, drugs and morality...

The reason is relatively simple…

These are issues that need to be re-enforced over the years regardless of how we have been raised, taught and/or shown. Our personal situations change over time, and there are temptations and challenges that we are confronted with that test our resolve in these areas. Personally, I have observed that mid-life crisis years (male and female) increase the pressures on individuals and a number of people have changed or relinquished their values to regain where they had envisioned themselves to be at this stage in their career or life. Many times, this is because they possibly have felt that they have not attained the success they had expected to achieve at this stage of their life, or financial challenges have arisen at a stressful period of time, and many other reasons.

This is why it is essential that companies have reinforcement programs to remind existing employees of policies and standards that need to be followed. In a fortune 100 where I worked, after a several hour session of re-enforcement each year, we had to sign anti-trust and ethics standards each year.

These kinds of programs need to be implemented yearly as they can then communicate changes in existing  programs, or address questions that employees might have encountered through the course of the year.

In January of this year, at the National Academy of Sciences of the United States, a paper was included with the title of:  Higher social class predicts increased unethical behavior . Maybe this is ONE reason why so many recent instances of CEO and Senior Executives violating laws or absconding with money, in one way or another.

Ethics in particular is a major problem. Obviously, the well publicized cases in the past of Bendix’s
Agee, Enron, and what you can find in this article: The Corporate Scandal Sheet


Allan Stanford: Prosecutor Sums Up: Stanford Lied for Decades

AIJ Investment Advisors (Japan): Japan launches probe of all advisory firms in wake of AIJ case

Russell Wasendorf of Peregrine said in a statement that he forged documents and lied to regulators.

Hong Kong Billionaires Charged With Bribery


If you are not addressing these regularly, then do not be surprised when employees "fall off the wagon"….so to speak. These examples above, are the high profile ones, imagine the lower level employees and the numbers that exist there. The retail industry is well aware of the theft and losses involved. Does your Employee Manual address these issues? Are they not part of your core values? Is this not a key element to building human asset value and sustainability? So if you are not doing assessments during pre-hire, don't you think you should? Once people are on-board, re-enforcement programs are required. 

So the question is: What are you and your company doing to address these issues on a regular basis?

Wednesday, January 4, 2012

Ethics, Drugs and Morality: How they affect Communication, Productivity and everyday life Part I.

This is a broad but critical and essential topic(s) for the C-Suite, Board of Directors, and HR Heads. Why? Because, these impact almost every corporation at some point in time and on multiple levels. This costs trillions, not just billions of dollars/local currency on a global basis. The retail sector probably recognizes and deals with these issues the most often, however we are all confronted with them, and it is on a large scale.

In my many years in business, there has been some discussion about this topic but normally in general terms, and not with the URGENCY it deserves. It has been dealt with in a spotty manner at best, and non-existent during many others. This is not to say that the “sky is falling” but we need to address this and hear the drum beat.

You don’t hear the drums and cadence? Well let’s just mention a few instances: Bernie Maddoff and multiple ponzi schemes recently in the news running into the billions of dollars, WaMu, the Catholic Church’s issues with sexual abuse, Enron, Fannie Mae, Freddie Mac, Solyndra,…the list is endless, unfortunately.

A recent replay of an interview with David Millar, a professional cyclist who was found to be doping and now openly admits it, brought this topic into sharp focus at this time and provides an excellent reference point. This interview provides the essence of what we are confronted with, not only in professional and amateur sports, but in our day-to-day business and management lives as leaders. To ignore it, or down play it, is at our company’s risk.

Recently, a couple of companies have asked in our discussions, why, after conducting assessment screening around these topics during the pre-hire, they have still found a few people stealing? The answer to the question is because at different points in our lives, we are challenged by circumstances that may dislodge us from our values, depending on how deeply they are ingrained within us and this is so frankly discussed by David Millar.

It is David Millar’s interview which so clearly addresses this issue. He had rejected doping for 7 years of his career and had no intention to ever dope. However, when he fell on a tough period, when he was no longer performing at the level of before, he decided he would and he did Dope!

He says that he didn’t do it so much for the money, but for his ego and to regain his reputation in the sport (the irony was lost on him at the time: that by doping and getting caught it had an even a greater negative effect on his reputation, than if he had just retired from the sport when he was no longer competing at the level of before).

Each of us is confronted with similar issues at various times in our lives and career. However, it is our ethics, view of drugs (and this takes many forms) and morality, and the depth we are inculcated with these values that provides the guidance for us to avoid these issues….. or, we surrender to the issue at hand.

A way to help provide the foundation for a company and it’s employees, is through reinforcement with written policies that need to be signed by each employee each year, regular training, and corporate communication around these values on an ongoing basis.

Some statistics that may be eye opening (from SHRM and other sources):
31 % admit to abusing drugs or alcohol
41 % say they falsified records
56 % of working people admit they lied to their supervisors
64 % use the Internet for personal use while at work
80% of computer crime is committed by company insiders

A majority of applicants stretch the truth on resumes!
  More than half, 55%, lied about the length of past employment.
  Past salaries, 52%
Criminal records, 45%
  Former job titles, 44%
Former employers, 34%
 Driving records, 33%
Degrees, 28%
Schools attended, 22%.
 Some 15% percent even falsify their social security numbers!

So, if you are not convinced by these statistics, then look around you at work. How many people do not show up to work on time? How many feel that if they work 7-8 hours a day, that is all that they need to do because that is what they are getting paid for? How many really understand where their salaries, commissions and bonuses come from? How many have a basic understanding of profit and loss?  Just because it is clear to you, is it really clear to others?

It is every employee’s responsibility to help articulate and support these issues. Only through vigilance can the theft of time, property, and erosion of values be prevented!

The challenges are for the C-Suite and Human Resources:
1)      Are pre-hire techniques being used to help avoid bringing in future employees with the wrong values?
2)      Once onboard, how much corporate communication and time is spent around core values, and especially these particular issues? Are policies in place in Employee Manuals?
3)      Are they reinforced and training provided, regularly? Are the investments being made? This affects all shareholders in one form or another.

Values come from the top down, but can be supported by all employees! These can clearly be shown to impact sustainability, survivability and profitability, as well as personal success, individual health and life issues and values.


Link to the interview:


Wednesday, October 12, 2011

Social Media in Asia - A dynamic and growing force - Challenges and Pitfalls

I found a recent article interesting as it provides data and usage of social media that I have not seen before, specifically about Asia. Those of us in business need to be aware of the dynamic growth and the need to develop policies and strategies around it, to increase customer awareness and penetration for our products and services. However, at the same time there are pitfalls and challenges that are confronted by our employees in the use of this wonderful medium.

A friend of mine, Sonnie Santos (http://wsph.biz/), in a recent seminar that I attended on HR 2.0 vs. 2011, highlighted the need for a social media policy in our company handbooks, and also the training needed to make employees aware of their responsibilities to the company. It highlighted awareness of how comments made by employees, can quickly go viral and can have positive, but even more dangerously, negative effects on the company and possibly that individual.

Many of us have started using social media for our personal use, but over time, some have begun using it on behalf of the company. Once this threshold has been passed, what you post is a direct reflection on and about the company. So, we need to make employees aware of these changes and the possible liabilities.

More recently, companies are doing background checks on candidate applicants via social media. There are numerous articles about how information gained via these sites, nixed/stopped the hiring of candidates that might have otherwise been qualified.

Below is the statistical data that may be of interest. The came from an article who's link can be found at the end of this posting.

"The rise of social media
...Already 58 percent of Asia Pacific’s population of 3.9 billion is online – with Australia and South Korea leading at 80-percent penetration rate; and Japan, Singapore, and Hong Kong rounding up the Region’s top five.
ASEAN member-states have also been experiencing spectacular Internet growth rates and reasonable Internet penetration rates. But the real story is the rise of mobile phones in the ASEAN region. Many analysts are predicting that with the increasing widespread use of smart phones, most of ASEAN’s citizens would eventually use mobile devices as the primary tool to access the Internet. The full ASEAN story is seen in this table below.
                                                Growth Rate               Internet Penetration           Mobile Penetration
                                                (2000-2010)                                                                                       
Indonesia                                  1,400%                                12%                                           60%    
Malaysia                                      357%                                60%                                          105%  
Philippines                                1,385%                                 30%                                           85%     Singapore                                     206%                                77%                                         150%   
Thailand                                        660%                                27%                                         120%   
Vietnam                                    12,035%                                32%                                        105%   
Filipinos should take particular note that Vietnam has surpassed the Philippines not only in Internet growth rates but also in Internet and mobile phone diffusion.
Social networking appears to be the preferred social media activity in Asia Pacific. It is followed by video sharing. In fact, it is only in China and Japan where video sharing surpassed social networks. Blogs are also used in the region but it is only in Japan where it trumps social networks.
... The Philippines and India have 25.3 and 29.4 million FB users, respectively – clearly an indication of the Philippines’ leadership in social media usage considering that we are one-tenth the population of India.
With respect to the Philippines, 30.3 percent of the 98 million population are internet users. The top five social network sites are: Facebook (FB), Yahoo, Blogspot, Bing and Sulit. Compared to Facebook’s 150 million page views (or even Twitter’s 50 million page views), mainstream media’s page views remain paltry: Inquirer and The Philippine STAR were neck and neck at 12 million viewers; CNET at 7.4 million; GMA News Online at 6.7 million and ABS-CBN News at 6.2 million. The Philippines has the largest percentage of FB users among Internet users in Asia, at 91 percent. We have moved from being the SMS capital to the FB capital of the world.
Why focus on social media? First of all, social media represents user-generated content. Filipinos (or Japanese or Malaysians) in FB are not just consumers of information but also producers of information. As a consequence, social media contributes to the decline of English as the dominant language of the Internet...

...The same UN Report ranked 192 countries in e-Government development. As usual, South Korea ranked number 1 followed by USA, Canada, United Kingdom and Australia. Among Southeast Asian countries, the rankings are as follows:
                                                                                SEA Rank                         Global Rank          
Singapore                                                                       1                                                 11                
Malaysia                                                                         2                                                 32                
Brunei Darussalam                                                          3                                                 68                
Thailand                                                                         4                                                 76                
Philippines                                                                      5                                                 78                
Vietnam                                                                          6                                                 90                
Indonesia                                                                       7                                                109                
Cambodia                                                                      8                                                140                
Myanmar                                                                       9                                                141                
Laos                                                                             10                                               151                

...Whether it is smart phones, social media, e-governance or other ICT innovations, we must take cognizance of the fact that 21st century technology must be exploited to its fullest potential. The private sector understands this. Sadly, our government has failed to understand the imperatives of the digital age and its attendant outcome towards economic growth and development. The Digital Age is our future and the future is now."

http://www.philstar.com/Article.aspx?publicationSubCategoryId=66&articleId=722781