Think about it for a moment! What if this was one of the bottom line benchmarks? Go Sir Richard!
Well, this is def one way to regulate!
According to Bill Rouse, the GM of Yellow Cabs of Los Angeles, riding in an Uber car is more dangerous than catching a traditional cab. Firstly, he says, there’s a chance that your driver might be a convicted felon – a situation, he says, that was particularly true of some of the earliest Uber drivers in Los Angeles. Equally worrying, Rouse says, there are “major gaps” in Uber’s insurance which is putting the public at rest in such tragic cases as the death of the six-year old girl, Sophia Liu, on New Year’s Eve of last year.
The key issue, Rouse says, is regulation. The self regulation of the sharing economy, he insists, “doesn’t work”. So not only does Uber need to change its insurance policy to cover their cars 100% of the time, but vehicle inspection needs to be put into place and there needs…
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1. Don’t wear any articles of red clothing to Target because you will be mistaken for an employee.
2. Have a plan. No, it’s not going to work — but it’s adorable that you want to try. Make it short and sweet. If you’re extra determined (which is even more cute), scout the ads and the website in advance so that you have a serious shopping strategy. Ha.
3. As you make your way towards the entrance, be distracted by Target’s big…
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It’s a high-stress job…anything you do for an employee above and beyond says “I love you.” When you love people, they love you back. Those at the top of the food chain got along because people forgot they were competitors. That culture made us different from everyone else.
What’s that? The first time I saw this word was on a Mashable post, in which I was actually drawn to image of Tony Hsieh, CEO (or should I say “former CEO”) of Zappos. I was thinking, “Oh! Where is he moving off to if he’s no longer going to be CEO of Zappos?”
That’s when I stumbled upon a new management system called Holacracy.
If you go to the Holacracy.org site, you’ll see the chart below and more details describing the purpose and difference from other management styles:
“Everyone becomes a leader of their roles and a follower of others’, processing tensions with real authority and real responsibility, through dynamic governance and transparent operations”
On the Holacracy Blog, there’s a video interview with Twitter co-founder Evan Williams, who spoke about Holacracy.
He says Holacracy creates structure to allow people more creativity and freedom. It’s the opposite of the “start-up” freedom, as Evan touches on the erroneous romanticisized view of start-up culture. Jonathan Rosenfeld, an organizational psychologist, is also interviewed in the video. He talks about all the conversations people don’t have, doing cost-benefit analysis to put it off until the pain point is too great.
I know very little about Holacracy, but it is exciting to know that there are movements towards making the workplace a more fulfilling, productive environment for employees. It is spurring me on to reflect on the Fortune 200 company that I am currently employed at and what I can do or think about more broadly as options.
Holacracy is new and different, grounding breaking as a viewpoint towards corporate culture. Of course start-ups have less to risk by implementing Holacracy, but the stakes have risen on Wall Street now that Amazon’s Zappos is making the move. And all of this — to me — is refreshing.