Are Corporations Evil?

First of all, let’s start this conversation by stating an obvious fact that has become somewhat less than obvious in the past hundred years.  CORPORATIONS ARE NOT PEOPLE, despite what the 14th Amendment interpretations allow for in American business case law.  They are however, made up of people like you and I and established to fulfill a charter.

To the end their charter establishes, corporations very well may end up evil.  A corporation founded or now functioning in order to facilitate the movement of funds to benefit men or women willing to abuse, captivate, or harm others them could be called evil.  Also, a corporation that through the complicit or elicit approval of its employees engages in the same sort of activities could also be characterized as evil.  Therefore, there may be evil corporations.

Meanwhile though, there are great deals of corporations that represent tremendous numbers of people who are going about the business of living their lives.  These people are virtuous so far as they seek to provide for their families, work hard, and attempt, as most do, to do the right thing.  Of course, there are always exceptions in these conglomerates of human talent, however, on the whole, the most significant and determinative parts of corporations are good.  It follows then, that on the whole, corporations are NOT evil, but representative of the human populace they represent in our world.

In the ways that many of these corporate entities are unique to our time, they should be celebrated as significant.  No longer do our first loyalties in our lives exist for governments, or regions, or in many cases our race or faith.  Now, we place our loyalties and energy into the success of our start ups, our favorite brands, and even I dare say – our own tastes?  It’s the rise of the modern corporation that has allowed this nearly penultimate form of freedom.  YOU choose, this day, what (ok, who in the 14th amendment sense) you will serve!  But it’s a choice, and one that wouldn’t be possible if corporations existed in the evil context some would portray them in, for evil always binds and limits choice.  While today’s corporate culture creates more choice and enables individuals to choose in a way seldom ever before seen in human history.

Indeed, long live the corporation!

The Value Problem

Is there a bigger problem today in business OR the social enterprise and not for profit space than the value problem? (que Sound of Music’s “How do you solve a problem like Maria” and interpose Value)

We at the Good Work Foundation submit that there is not… Delivering value is the number one task of any marketplace or socially minded endeavor.  Measuring and improving it SHOULD be the second.  However, many many entities have these concepts far too low on their priority lists, and as a result – suffer by failing to achieve their missions or the visions they see for themselves. (see today’s congressional hearings with Chase’s Jamie Diamond!)  When shareholders and dividends, equity valuations, donation dollars, and even efficiency practices become the primary focus of entities – it’s time to short the stock or head for another cause!

Value is what your marketing and sales teams need to be able to communicate clearly.  Value (not products, not programs, not ideas) is what your customers, investors, and donors are really paying for or giving to.  To not understand and be constantly aware of this is akin to not knowing the score in a sports scenario.

That said, The Good Work Foundation has been busy over the past couple of weeks engaging in conversations with incredibly talented, schooled, and available minds that understand the value problems facing many enterprises and we think we are on the way to having something or someone to offer just about everyone more insight as well as opportunities to improve.

If you’re presently located in New York, Illinois, Missouri, or Florida and you recognize that you could benefit from additional insight and clarity concerning the value you bring or how to better track and improve it, reach out to us!  We’d love to chat!

Why Keeping Your Employees IS Hurting Them – AND YOU!

(opinions expressed in this article should be attributed to Aaron Subich)

According to Harris Freeman, an associate professor of legal research and writing at the Western New England School of Law in Springfield, and George Gonos, an associate professor of sociology at the State University of New York in Potsdam, 90 percent of American businesses employ temp workers. And the temporary staffing industry shows annual revenue of more than $64 billion[i].

Let’s say that again… 90 percent of American Businesses are employing temporary labor.  Why,  Because our societies previous notion of a workplace committing permanent employment to its workforce is completely gone.  And good riddance.

Don’t get me wrong… having a job for life was great… – for our grandparents – but the facts of the matter are: 1. That lifestyle no longer appeals to this generation’s workforce 2. It wasn’t sustainable (think pension issues and public worker union strife) and 3. The world has change dramatically with increased competition in most markets, decreased margins, and in America at least, a more specialized and educated workforce being in demand.

Rather than that one job, employees naturally drift from job to job and even career to career now.  Meanwhile, the systems that supported the employees of the past remain… I’m talking about incredibly expensive benefits packages including retirement and health care (yes I went there).  The fact of the matter is, those were important commitments for companies to make to their employees 30 or 40 years ago… now, they are a misguided expense that is severely weighing down our entire economic system.  Companies need “jobs” done by workers just the same as they did in ages past, but to get these “jobs” done now, in most circumstances there are contracting firms coming online that can provide people with the specific training and expertise required to do the job and do it at a high level.  This is not only more efficient for the company (think no training costs, benefit cost, employee tax, or housing costs), but one might argue, it’s also far more beneficial to the contracted specialist being hired… Flexibility to work as much or as little as desired, changing projects, control over career, ability to work remotely, etc.  More than all that though, is this…  In moving to this contract labor system with your business or social enterprise now, you’ll be helping your employees to make the transition that’s already started in our society – AWAY from fte’s who will increasingly be laid off in favor of temps and contract employees.  The longer you wait, the more you’ll both suffer as playing catch up is always more difficult than strategically adjusting to prepare for coming changes.

So then, the argument is this… keeping and counting all your FTE’s is like keeping all that dusty old furniture in your garage… it’s sentimental yes.  You’ve gotten some great use out of it… but in the end they are actually getting in your way and using up space.

Care to continue this conversation with input of your own?  Please comment below, or contact us for more information on how outsourcing some of your business services can be good for you AND your employees here: http://www.goodworkfoundation.com/contact-us.html

Why Every Organization Needs A Data Plan (And Where to Begin)

Today, The Good Work Foundation is pleased to introduce Andrew Means from www.meanswelldoesgood.com.  Andrew is one of the sharper guys we know and has a special affection for the collection and utilization of data.  We found his most recent blog post to be significant enough that we sought his permission to share it with you here.  Enjoy!…

 

I was painfully reminded last week why it is so important for every organization to have a data plan, from the beginning. I had worked my way into a meeting with some of the best researchers in the world and the first question they asked about was historical data, how far back did our data go. My response, “Not very far.”

Their response was that it would be impossible to truly calculate impact. I knew and agreed though it was a frustrating reality.

In the world of measurement & evaluation, longitudinal data is king. You need historical data and a way to track alumni. Social Security numbers. DCFS numbers. Something identifiable.

That’s why, even if you’re just getting started, you need a data plan. I recommend to every organization I know working with people to do 3 things:

1.) Have an opt out data sharing policy. All that means is that when you collect information from someone that have to opt out of you using it. This greatly decreases that likelihood.

2.) Collect information that can be identifiable over the long term. This includes things like Social Security Numbers, student ID numbers, and other state and federal systems. This makes it much easier to find alumni which is your ultimate goal.

3.) Archive. Archive. Archive. This is not as much of an issue today given the essentially limitless data storing possibilities. But archive data in a searchable way. It will make life way easier in the future.

If you do these 3 things you are well on your way to being able to measure your impact in the future. Beyond these, try and collect as much data as possible and link it to the individual. On the data collection side, if its easy to collect, more data is almost always better. It just provides you with more possibilities in the future.

That’s what all this is about. Preparing for the future. And trust me, your future self will thank you.

Arrogance will sink you, but listening will help you soar!

Jim Collins, one of the most renowned business minds of our time, shares in his book, How the Mighty Fall, that the hubris born of success is step one to a downfall.  I agree with him in the case of HUGE companies that have “made it.”  But I also would take it one step further…

We have likely all known “an owner,” “a founder,” or other identified leader of an enterprise who was less than humble.  It’s easy for a person to grow quite convinced of their high standing in a community when they lead it… the problem is, that leading doesn’t imbue anyone with wisdom, or insight, or even knowledge.  Those therefore, that stop listening, stop trusting in others, and stop seeking out new inputs of knowledge capital for their endeavors will 99 times out of a 100 starve their endeavors right out of existence.

It happens to those that have already made it, and it will happen to and keep those that are just starting out from even making progress…  Consultants aren’t the only answer.  There are numerous periodicals available with fantastic insights and inputs.  Friends, family, and co-workers (especially Employees) are even better yet.

Ultimately, the encouragement is to listen, to trust, and to drive a stake in the ground and declare that as an entrepreneur, as a steward of a ministry or non-profit, you will never fall into the trap, the lie, that is so prevalent… that being that you know best.

Who have you allowed “in” recently to help put some wind in your sails, or trim them if that was what was needed?  Are you flying high in formation with others, or have you been battered by storm after storm and feel all alone without any help?  Can we help, even to just be an ear…

The Establishment, Disney, and Your Pending Quest

Every child in the west has grown up in the last generation with several strong themes’ playing in the media and background of their lives.  (with apologies – the apocalyptic and zombie stuff is going to be labeled differently and categorically shelved for later)  Foremost among those theme’s are the triumph against great odds of good over evil, of the downtrodden and overlooked over the establishment, and ultimately of the bold over the obedient and subservient.  Thanks Walt Disney and company for all that!

Meanwhile, we’ve all grown up, and most of us are now entrenched (at some level) firmly within the very establishment that must (if theme is to be realized) be overthrown.  Our current business establishment enables the select few to grow extravagantly wealthy, while middle classes shrink, and the impoverished face an increasingly bleak future.  Water is beginning to be viewed as a commodity and sold – further exploiting a significant percentage of the world which desperately needs it at any cost.  Beauty is bought via cosmetics and in some wealthy places via treatments and surgeries while daughters are sold into sexual servitude in others to make ends meet.  Food waste in most of our communities outweighs by tons the amount of aid given to those that die in thousands for lack of it.

No doubt about it, we are living in the very reality of our childhood media experiences.  The sad thing is that just as in those stories, the heroes are rare.  Far too rare in our opinion.  And again true to the theme, most just plod along without becoming bold.  Most work their 9-5 and then party over the weekend without standing up and declaring things need to change and someone should do something about it!

That’s why the GWF is here.  We’re not altogether certain which cause we’ll join.  Oh, that we could join them all!  But what we are is ready and willing… Have you need of a Samwise Gamgee to help you carry the load?  Or do you need a wise mentor in the ways of the force known as social media like Obi Wan Kenobi?  Perhaps you are short a Rafiki who can help you understand yourself and your story in order to establish your identity and brand.  In any case… consider us as allies if you seek to step up as a protagonist in the great meta-narrative of our time.

Good Work Enables Greatness Where Lotteries Fail

What do the Professional Sports Leagues, American Idol, Hollywood, Big Business, Ivy League Education, and our State’s lotteries have in common?

Extremely low odds… LOTS of Losers, and a tiny few glorified (and imho Lucky) winners!

A few months back, Adam Davidson of the NY Times, labeled this trend the “lottery industry.”

This type of societal issue is exactly the point of the Good Work Foundation, and in this season as we introduce ourselves, we are saying, we hope to become the spear-point advocating for, working along side of, and resourcing those who are addressing the type of solutions and programs that can help us avert the tragedy of the rapid decline of opportunity and resources available to the growing pool of “losers” in society.

We’re of the belief that luck, especially in the face of great odds, isn’t a sustainable solution.  Rather, we will seek to become the champions and enablers of good work.  honest work.  hard work. The type of work that our parent’s parents were known for.  We will seek out and support those with the humility to admit that our world isn’t here solely for us, but that we’ve inherited it, as will our children after us.  And to that end, we’re absolutely committed to being the kind of stewards that our children and their children’s children will be proud of and thankful for.

The fact of the matter is that markets inevitably fail societies.  Social enterprises can stand in the gap for a while – and we’ll support them there.  But ultimately, markets must adapt and change as well.  And we hope to facilitate that in such a way that enables changes that establish a solid societal foundation from which anyone can succeed based on their “good work” and not the genetic, relational, or numerical luck of the draw toward which we’re rapidly sinking.