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Rudy Godoy

Economics and Evolution as Different Paradigms VII: Lin Ostrom's Recipe for Success : E... - 0 views

scienceblogs.com/...ics_and_evolution_as_dif_6.php

economics management community

shared by Rudy Godoy on 13 Mar 10 - Cached
  • People hate being told what to do but will work hard for group goals that they have agreed upon.
  • Groups must have the authority to manage their own affairs. Externally imposed rules are unlikely to be adapted to local circumstances and violate ingredient 3.
  • Society at a larger scale must be multicellular, with groups interacting with groups, often in multiple layers.
  • ...2 more annotations...
  • Proportional equivalence between benefits and costs. Members of the group must negotiate a system that rewards members for their contributions.
  • The identity of the group and its rights to the common resource must be clearly delineated.
Rudy Godoy

Privacy groups to FTC: Investigate Gmail, Picasa - Ars Technica - 0 views

arstechnica.com/...sked-to-investigate-google.ars

ftc privacy epic

shared by Rudy Godoy on 18 Mar 09 - Cached
  • The FTC is already aware of the privacy and security concerns that come with keeping everything in the cloud; it recently held a meeting to talk about how companies can manage data security issues when data might span multiple jurisdictions.
  • Rudy Godoy on 18 Mar 09
     
    Un tema que se viene con la maduración del cloud computing.
  • Rudy Godoy on 18 Mar 09
     
    Cloud computing is raising concerns about data privacy and security. A new step to this paradigm maturity.
Rudy Godoy

Top Predictions | workforce.com - 0 views

www.workforce.com/...260481.html

shared by Rudy Godoy on 28 Feb 09 - Cached
  • The concept of offshoring will cease to exist. Talent will exist globally and companies will go where the talent is.
    • Rudy Godoy
      Rudy Godoy on 28 Feb 09
       
      This is very important for people thinking of offshore "production" of goods, such software for instance.
  • 8. The hunt for inexpensive labor will continue, but the evolution of economies from low cost to high value will be quicker, and increasingly, a low-cost labor strategy will be more difficult to sustain.
    • Rudy Godoy
      Rudy Godoy on 28 Feb 09
       
      Low cost doesn't return value, so since the market will demand more value from products they buy or services they use hiring low cost employees who cannot offer value will not be an option.
  • 2. Millennials will redefine work, doing work at home and taking home to work. This means blurring the boundaries of life and work. More workforce mobility will allow people to work from home and at different hours.
  • ...13 more annotations...
  • 4. As the generation born around 1980 takes its place leading major global organizations, the formative events in those workers’ lives—such as aging parents, the terror attacks of September 11, 2001, and the 2008 financial crisis—will lead to greater C-suite emphasis on corporate social and environmental responsibility.
  • 6. There will be a significant problem of retirement in the West. With people living longer and fewer people in the workforce, retirement will have to be redefined.
  • 8. For nations such as India, where a large number of young employees are entering the workforce, there will need to be a major shift to address their needs and concerns.
  • Talented people, willing to work very hard, will flourish in most organizational settings.
  • 1. Recruitment and development will increasingly be seen as part of an integrated workforce-supply optimization process. Both will become virtual, global and just-in-time, but they will also be transformed through an increasing emphasis on optimization, differentiation and return on investment.
  • 2. There will be a continued and increased demand for top talent. The gap between the best and the rest will be greater. There will be more demand for creativity, innovation and thought leadership.
  • 3. Employers will compete as intensively for workers as they do for customers. Branding an organization as a place for workers will be as important as branding for consumers.
  • 4. Firms will become adept at sourcing and engaging transient talent around short-term needs, and will focus considerable energy on the long-term retention of smaller core talent groups.
  • Training and development may be tied to some contractual time commitment on the part of the worker.
  • 7. (tie) More focus will be placed on searching for people who match companies, not just people who have the skills that companies need.
  • 2. HR issues will be measured much more as part of the business plan.
  • 3. Talent management will become the prime focus of HR.
  • 5. (tie) A "decision science" approach will be the foundation of human resources. HR will view talent in a supply-chain fashion and help the business understand workforce trends to make sound decisions.
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