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Sunday, November 19, 2017

New businesses are the most important source of new jobs in the U.S. economy. They also account for much of the innovation and productivity that create overall economic growth.

Despite this fact, the number of businesses being started in the U.S. is decreasing. New businesses need to replace dying firms. This reported decrease in start-ups slows the growth of the overall economy.

Between 1978 and 2012, the proportion of businesses less than a year old that made up the total number of businesses declined by 44%. Almost all industries were affected by this decline, including the tech sector.

Generational Issue

One reason for this decrease is generational. The percentage of younger people starting new businesses is much lower than during the Baby Boomer era. Millennials are much more risk adverse than their older counterparts.  

Leadership is part of the problem, according to Tom Corrigan, retired President of Search Masters. “In my humble opinion, the problem lies in a lack of passion in our new leaders.”

“You need a good-sized ego to become a leader, to believe that you are good enough to create a position of leadership for yourself. But once you are in that leadership role, you must be rid of your ego and replace it with a sense of caring for the team, its individual members, and the achievement of the team's goals. I am afraid that many of our Millennial leaders never make that transition,” Corrigan stated.

It is not just the percentage of younger people that is the problem, but the literal numbers of them. The slowing of U.S. population growth is reducing the number of potential entrepreneurs on the supply side as well as the number of potential customers for new businesses on the demand side.

“I think much of it has to do with culture. Young people who leave college with large student loan debt are not thinking about starting a business. They have no credit to start a business,” stated Bill Knoble, serial entrepreneur.

Big vs. Small

Another factor is the growth of existing larger businesses and franchising. Knoble said, “Franchising has eliminated business for locals and taken up many of the prime locations. It’s a big investment thing.”

Large companies also tend to be able to attract better talent. Typically, the big players can pay more and offer better benefits than a newer business.

 

New, unproven entrepreneurs often have difficulty securing funding. Venture capitalists look to fund growing companies more often than new ones. Recent trends show that even "angel investors" are becoming more conservative when it comes to funding new businesses.

The same applies for government and other community groups that assist new firms. The Small Business Administration and Business Advisers of Cleveland get much more bang for their buck if they help one firm employing 100 people rather than five businesses employing five people each.

The Economy

The economy has contributed to this problem. The number of new ventures decreased when the economy crashed in 2008 and the slow recovery since is attributed to a slower increase in new start-ups.

Jim Riedl, owner of 911 Driving School has seen the decline in the number of new start-ups. “I do see that many of my peers (trailing Baby Boomers in their early 50s) have a reluctance to start something on their own, especially in this uncertain economy.”

“There is a definite flight to safety where working for any company does not seem like such a bad deal.  You will exchange a lot for economic security, including the idea of being your own boss and having the freedom to set your own agenda,” Riedl said.

All is not lost. There are some good signs that the number of new businesses will increase. Some studies indicate that many Millennials will consider going out on their own when they believe the economy is better. And many of them think it will get better.

“I am a big supporter and believer of young people; I am not one of the older people who simply write off an entire generation. There exists some tremendous young entrepreneurial leaders,” Corrigan stated. “We just need more of them with passion. Nothing great is ever accomplished without passion."

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Craig Jarrow is the author of Time Management Ninja. He helps individuals and companies reclaim their time. In his article, published in his web site, “7 Ways to Ruin a Meeting Before it begins”, he explains how to avoid the gathering of disorganization and chaos before it even begins.

In the article, Craig explains how “the majority of business meetings are ruined due to lack of planning, organization, and preparation.”

Here are 7 Ways to Ruin a Meeting Before It Begins:

  1. Don’t Give Enough Advance Notice – Sending out an email notice mere hours (or minutes) before a meeting is silly. You cannot expect co-workers to be sitting at their inbox waiting for your invite and ready to drop their entire schedule to make your meeting. Make sure you send invites at least a few days before the appointed time.
  2. Invite Too Many People – One of the quickest ways to cause chaos at a meeting is to invite too many people. I was at a recent meeting where 42 people were invited. There was simply no chance of a coherent conversation with that many people. Keep the invite list for your meetings to the absolute minimum, and avoid duplicate representation.
  3. Not Providing Advanced Material – Ever walked into a meeting only to be handed the documents to review as you entered the room? Not a productive start. Always distribute pertinent materials in advance. As well, if there is action to be taken before the meeting, make sure you call that out to the attendees.
  4. Provide No Topic or Agenda – A meeting without a topic or agenda, might as well not happen. Why are you getting together? If no one knows, they cannot be ready to discuss. Ensure your meeting invites have an accurate description and an outlined agenda of topics.
  5. Book the Wrong Meeting Place – The wrong meeting room can ruin a meeting. Too big and the conversation feels awkward. Too small of a room, and your attendees will not be able to get comfortable. Pick the right room for the size and audience of your meeting.
  6. Don’t Prepare in Advance – No preparation will kill a meeting before it starts. If you walk into the room at the last second, then spend 20 minutes getting the computer working or making handouts, you have already wasted half of the time. Make sure that all preparation is done in advance of the start time.
  7. Have No Planned Outcome – Every meeting should have a planned success or outcome. What is to be accomplished in the meeting? It could be a decision to be made, or a budget approved. Whatever it is, make it part of the meeting details when you send out the invites.

 

Taken from http://timemanagementninja.com/

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Hiring good employees is just the beginning of the competition to seek and retain the best talent in the business.

Some experts share their secrets for the candidates and negotiate a successful recruitment.

 

  • Even when it goes against the conventional wisdom of waiting until the offer to bring up compensation, job candidates are not the only one thinking about it.
  • It is important to determinate if money is going to be a stumbling block.  Ask for it, and if their expectations are reasonable, move forward. And if not, there is when negotiation comes into play.
  • Reiterate the Agreement is necessary to be sure if both have the same amount still in mind. More than a confirmation is a potential negotiation.
  • Once you have compensation agreement, it is important to verify that the employee can be part of the organizational culture. Especially young people in their first job must learn to work in a community setting and making teamwork. On the other hand, persons who have worked in multinational or large companies can have some type of difficulty to work in small companies
  • The job itself is an advantage to negotiate with a potential new hire, especially if the candidate is young and isn’t completely thrilled about the compensation package.
  • Establish and build a relationship and help reveal more information to manage HR decisions to hire or not the potential employee.
  • Go into the interview knowing the salary range, bonuses, vacation time and other perks you can offer, and think ahead a few moves to potential requests candidates might make. Be ready to respond to certain questions or proposals.
  • And once the offer has been made, it is important that RH does no more offerings. You must wait for the other person move the piece to continue the talks since about selling the position can give the impression of a need to fill it.
  • One of the biggest mistakes in negotiating jobs is to focus only on the money issue. It is also important to mention the bonuses, vacation and other compensation packages that the company can offer.

 

Based in Wendy Webb publication. Wendy Webb is a freelance journalist and author based in Minnesota. www.talentmgt.com

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A human being as rational being in continuous interaction with society and in their daily relationships is constantly faced with problems like these:

  • Keeping promises even though that will bring some problems
  • I defend or flee to avoid being attacked on the street.
  • Be against or in favor of war
  • Consider themselves as good people shown charitable to the beggar at your door as well as employer exploiting workers and employees of your company.

These are some of the problems that occur in practice and which arise from emotional relationships between individuals, or to judge their actions with respect to its position on others, in this case there are problems whose solution affects not only the person who makes the decision, but can also affect others.

In those situations, individuals have the need to adjust their behavior to rules that are accepted and recognized as binding and agree to them understand how to act in this case the behavior is the result of a thoughtful decision and not spontaneous or natural, so also the other judge by the rules.

So acts or modes of behavior of men to certain problems and judgments that such acts are approved or disapproved are moral, these acts and moral judgments presuppose certain rules that indicate what should be done and resolved is how the problems of real life under the established rules and sometimes arguments or reasons are used to justify the decision.

Ethical problems are characterized by their generality, given a real-life situation, the problem of how to act so that their actions can be classified as good or morally valuable, solves itself with the help of a rule that accepts and It acknowledges, is how ethics can tell if a behavior subject to rules is good or bad, according to the good that is pursued with the moral behavior of an individual within a group. Treatment of general problems of the behavior to be adopted in specific situations is treated by the researcher of morality, that is, the ethical.

Aristotle posed in ancient times the theoretical problem of defining what is good, his task was to investigate the content of the good and not determine what the individual should do in each case for the act to be considered as well, to treat the problem theoretically what good is leading the way and the overall framework for action that men can guide their behavior in particular situations.

There are several ethical theories that revolve around the definition of good, thinking that by knowing what it is, you might know what to do or not, but the results show that good can be happiness or pleasure, other useful, power, production, cars, houses, etc.

Another problem linked to the essence of the moral act is the responsibility, since when talking about moral behavior, the individual is responsible for his actions, that is, to do what you want to do, or choose among several alternatives and act according to the decision, to decide and act in a given situation is a practical-moral problem, but to investigate the relationship between moral responsibility and determinism freedom are subject to which the acts is a theoretical problem to apply ethics. 

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BUSINESS DYNAMICS AND EMPLOYEE MOTIVATION

In today's world, the company has been coated with the category corresponding to the actual human corporations, whose main assets are people, which strive to improve. In line with this, the primary law governing should govern by the priority of people over things.

This means that companies and their actions are crossed by ethical issues; respond turns and orients them. Incidentally, and anthropological reasons easy to perceive, it achieved a remarkable economic return; mainly today, where the base of any commercial relationship is trust, eminently ethical issue. Finally, "equal, ethical conduct promotes corporate health."

Today it is important to keep the employees in companies as the best asset as the proper development and growth of the company are due to the hard work that individual and team carried out every day when they achieve the sense of belonging.  This should be valued, trained and developed so it can grow not only in their careers within the company, but can also help with business productivity through the projection of better attitudes receipt of the assessment received at all times by the company in which it operates.

When employees are motivated and valued they manage to go further than they ever imagined, which is of great benefit to the corporation in which they are laboring because if they work better, better results are coming from them, and it makes the company with a very good level of productivity.

When factors such as competitiveness, insecurity and stress are common in staff then it begins to raise facts as truancy, low productivity, medical expenses, all these and generate enormous costs for companies.  So it is important to ensure the benefit of the employee generating confidence in the employment relationship, in this relationship, both parties must act ethically, ensuring compliance with the realization of the right things, under the principles and values'.

Also, we cannot live on one side the importance of health as it is a state of complete physical, mental and social well-being, which is important to support employees that their health is kept completely.

 

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